LABOR LAW 1 individual and collective interactions
employees or their representatives.
SUGGESTED TEXTBOOK:
CA Azucena, The Labor Code with
Comments and Cases (Latest Edition)
REFERENCES:
Samson S. Alcantara, and Samson B.
Alcantara Jr., Philippine Labor and Social Legislation
Annotated
1987 Philippine Constitution
The Labor Code of the Philippines and
its Implementing Rules &
Regulations
Pertinent International Human Rights Instruments
and ILO Conventions, Recommendations and Labor-related
laws
Assigned Readings
I. INTRODUCTION TO LABOR LAW
A. Labor as a Concept
1. General Sense
Labor physical toil although it does not necessarily exclude
the application of skill, thus there is skilled and unskilled
labor.
Skill familiar knowledge of any art or sciencem united with
radiness and dexterity in execution or performance or in the
application of the art or science to practical purposes.
Work is broader than labor as work covers all forms of
physical or mental exertion, or both combined, for the
attainment of some object other than recreation or
amusement per se.
2. Technical sense
Worker broader than employee as workers may refer to
self-employed people, and those working in the service and
under the control of another, regardless of rank, title, or
nature of work.
Employee salaried person working for another who
controls or supervises the means, manner or method of
doing the work.
B. Labor Law
1. Definition
Labor legislaton labor standards + labor relations
a. consists of statutes, regulations and jurisprudence
b. governing the relations between capital and labor
c. by providing for certain employment standards
and a legal framework
d. for negotiating, adjusting and administering those
standards and other incidents of employment.
Labor standards: which sets out the minimum terms,
conditions, and benefits of employment that employers must
provide or comply with and to which employees are entitled
as a matter of legal right.
Labor relations law: which defines the status, rights and
duties and the institutional mechanisms that govern the
of employers,
SOCIAL LEGISLATION VS. LABOR LAWS
Social legislation: provides particular kinds of protection or
benefits to society or segments thereof in furtherance of
social justice.
Labor laws are necessarily social legislation. But to
differentiate, labor laws directly affect employment while
social legislation governs effects of employment.
Labor laws are social legislation but not all social legislation
are labor laws.
2. Social Justice, Const., Art. II, Sec. 10; Art. XIII,
Sec. 1-3
Section 10. The State shall promote social justice in
all phases of national development.
Section 1. The Congress shall give highest priority to
the enactment of measures that protect and enhance
the right of all the people to human dignity, reduce
social, economic, and political inequalities, and
remove cultural inequities by equitably diffusing
wealth and political power for the common good.
To this end, the State shall regulate the acquisition,
ownership, use, and disposition of property and its
increments.
Section 2. The promotion of social justice shall
include the commitment to create economic
opportunities based on freedom of initiative and self-
reliance.
ARTICLE XIII LABOR
Section 3. The State shall afford full protection to
labor, local and overseas, organized and
unorganized, and promote full employment and
equality of employment opportunities for all.
It shall guarantee the rights of all workers to self-
organization, collective bargaining and negotiations,
and peaceful concerted activities, including the right
to strike in accordance with law. They shall be entitled
to security of tenure, humane conditions of work, and
a living wage. They shall also participate in policy and
decision-making processes affecting their rights and
benefits as may be provided by law.
The State shall promote the principle of shared
responsibility between workers and employers and
the preferential use of voluntary modes in settling
disputes, including conciliation, and shall enforce their
mutual compliance therewith to foster industrial
peace.
The State shall regulate the relations between
workers and employers, recognizing the right of labor
to its just share in the fruits of production and the right
of enterprises to reasonable returns to investments,
and to expansion and growth.
The aim and the reason and, therefore, the justification of 1
labor laws is social justice.
Social Justice: JP Laurel in Calalang neither communism,
nor despotism, nor atomism not anarchy but the
humanization of laws and the equalization of social and
JRMSU | College of Law
 LABOR LAW 1 REVIEWER
economic forces by the State so that justice in its rational
and objectively secular conception may at least be
approximated.
The promotion of the welfare of all the people, the adoption
by the Government of measures calculated to insure
economic stability of all the component elements of society
through the maintenance of proper economic and social
equilibrium in the interrelations of the members of the
community, constitutionality, through the adoption of
measures legally justifiable, or extra-constitutionally, through
the exercise of powers underlying the existence of all
governments, on the time-honored principle of salus populi
est suprema lex.
Labor is the primary social economic force, thus the State
shall protect the rights of workers and promote their
welfare.
Constitutional Rights and Mandates
The State shall afford full protection to labor and this is
found in the 1935, 1973, and 1987 Consti. The State affirms
labor as a primary social economic force thus, it shall protect
the right of the workers and promote their welfare.
Basic rights of workers guaranteed by the consti:
1. Right to organize themselves
2. Conduct collective bargaining or
negotiation with management
3. Engage in peaceful concerted activities,
including to strike in accordance with
law
4. Enjoy security of tenure
5. Work under humane conditions
6. Receive a living wage
7. Participate in policy and decision-making
processes affecting their rights and
benefits as may be provided by law.
(Sec. 3, XIII).
Other provisions in the Consti:
1) Right to form unions, associations, societies for
purposes not contrary to law.
2) Right to self organization shall not be denied to
government employees.
3) Regular farmworkers shall have the right to own
directly or collectively the lands they till.
4) The State shall by law and for common good,
undertake in cooperation with the private sector a
continuing program of urban land reform and
housing.
5) The State shall protect working women by
providing safe and healthful working conditions
taking into account their maternal functions.
6) Labor is entitled to seats allotted to party-list
representatives
7) The State shall promote industrialization and full
employment based on sound agricultural
development and agrarian reform.
8) Congress shall create an agency to promote the
viability and growth of cooperatives.
9) The Govt shall increase salary scales of the other
officials and employees of the National
Government.
10) Career civil service employees shall be entitled to
appropriate separation pay and to retirement and
other benefits under existing laws.
a. Definition/Balancing of Interest
Calalang v. Williams, 70 Phil. 726 (1940)
Social Justice: JP Laurel in Calalang neither communism,
nor despotism, nor atomism not anarchy but the
humanization of laws and the equalization of social and
economic forces by the State so that justice in its rational
and objectively secular conception may at least be
approximated.
Social justice is the promotion of the welfare of all the
people, the adoption by the Government of measures
calculated to insure economic stability of all the component
elements of society through the maintenance of proper
economic and social equilibrium in the interrelations of the
members of the community, constitutionality, through the
adoption of measures legally justifiable, or extra-
constitutionally, through the exercise of powers underlying
the existence of all governments, on the time-honored
principle of salus populi est suprema lex.
Manila Electric Co. v. Sec. of Labor, 337
SCRA 90 (2000)
When will the CBA take effect?
<-o-------------------------------I x--------------------------
CBA expiration 6 months
Secretary of Labor may determine the date of retroactivity
as part of his discretionary powers. But this discretionary
power shall only be exercised only when jurisdiction has
been vested.
Assailed Resolution:
Article 263(g) gives the Secretary jurisdiction. CBA
negotiated within six months after the expiration of the
existing CBA retroacts to the day immediately following such
date and if agreed thereafter, the effectivity depends on the
agreement of the parties. But the law is silent as to the
retroactivity of a CBA arbitral award or that granted not by
virtue of the mutual agreement of the parties but by
intervention of the government. Despite the silence of the
law, the Court rules herein that CBA arbitral awards granted
after six months from the expiration of the last CBA shall
retroact to such time agreed upon by both employer and the
employees or their union. Absent such an agreement as to
retroactivity, the award shall retroact to the first day of the
six-month period following the expiration of the last day of
the CBA should there be one. IN the absence of a CBA, the
Secs determination of the date of retroactivity as part of his
discretionary powers over arbitral awards shall control.
Held: Where an arbitral award is granted beyond six months
after the expiration of the existing CBA, and there is no
agreement between the parties as to the date of effectivity
thereof, the arbitral award shall retroact to the first day after
the six-month period following the expiration of the last day
of the CBA. But instead of Dec 1, 1995 to Nov 30 1997 (CBA
had a 2-year applicability period), the Court modified it to
June 1, 1996 to May 31, 1998.
On social justice: [T]his Court cannot ignore the
enormous cost that petitioner will have to bear as a
consequence of the fill retroaction of the arbitral award to
the date of the expiry of the CBA and the inevitable effect
that it would have on the national economy. On the other
hand, under the policy of social justice, the law bends over
backward to accommodate the interests of the working class
on the humane justification that those with less privilege in
life should have more in law. Balancing these two
contrasting interests, this Court turned to the dictates of
fairness and equitable justice and thus arrived at a formula
that would address the concerns of both sides. Thus, Arbitral
award must retroact to the first day AFTER the six-month
period following the last day of the CBA.
Azucena:
Duman / Labor I / Prof. Battad / Page 2
 LABOR LAW 1 REVIEWER
The Consitution has not overlooked the rights of capital. It
provides that, the State recognizes the indispensable role of
the private sector, encourages private enterprise, and
provides incentives to needed investments (Art. II, Sec. 20).
While labor is entitled to a just share in the fruits of
production, the enterprise has an equally important right not
only to reasonable returns on investment but also to
expansion and growth.
Shared Responsibility between workers and employers
Preferential use of voluntary modes of settling disputes.
a. Foundation: Police Power and State Protection
While social justice is the raison detre of labor laws, their
basis or foundation is the police power of the State.
a. State legislatures may enact laws for the
protection of the safety and health of employees.
b. Right of every person to pursue a business,
occupation, or profession is subject to the
paramount right of the government as a part of its
police power to impose such restrictions and
regulations as the protection of the public may
require.
Legal Classification: (discussed in light of the suspension of
deployment of women)
a. such classification rest on substantial distinctions
b. they are germane to the purpose of the law
c. they are not confined to existing conditions
d. they apply equally to all members of the same
class
b. Foundation: Police Power and State Protection
CMS Estate, Inc. v. Social Security
System, 132 SCRA 108 (1984)
The case of two businesses, one was in real estate and the
other was in the logging business. One owner was
demanding for a refund from SSS and it refused to subscribe
the employees of the 2nd business to SSS because the
business has not been in operation for 2 years (which was
the requirement of the law) yet.
The Social Security Law was enacted pursuant to the policy
of the government to develop, establish gradually and
perfect a social security system which shall be suitable to the
needs of the people throughout the Philippines, and shall
provide protection against the hazards of disability, sickness,
old age and death. It is thus clear that said enactment
implements the general welfare mandate of the
Constitution and constitutes a legitimate exercise of
the police power of the State.
It is the intention of the law to cover as many persons as
possible so as to promote the constitutional objective of
social justice.
Compulsory coverage of the employer shall take effect on
the first day of his operation, and that of the employee on
the date of his employment (RA 1161 as amended by RA
2658). The two year prescription of the prior law must be
considered prevailed over by the later law and moreover, the
legislative intent must be given effect.
c. Limits of Use
PLDT v. NLRC, 164 SCRA 671 (1988)
PLDT employee promised to facilitate the approval of the
complainants applications for telephone installation and then
received from them an amount of money in consideration of
her promise.
The rule embodied in the Labor Code is that a person
dismissed for cause as defined therein is not entitled to
separation pay. The cases abovecited (where different cases
were cited proving that some companies still allowed
separation pay despite the degree of the ground upon which
the employees were being dismissed for) constitute the
exception, based upon considerations of equity. Equity has
been defined as justice outside law, being ethical rather than
jural and belonging to the sphere of morals than of law. It is
grounded on the precepts of conscience and not on any
sanction of positive law. Hence, it cannot prevail against the
expressed provision of the labor laws allowing dismissal of
employees for cause and without any provision for
separation pay.
Separation pay shall be allowed as a measure of social
justice only in those instances where the employee is calidly
dismissed for causes other than serious misconduct or those
reflecting on his moral character. Where the reason for the
valid dismissal is, for example, habitual intoxication or an
offense involving moral turpitude, life theft or illicit sexual
relations with a fellow worker, the employer may not be
required to give the dismissed employee separation pay or
financial assistance, or whatever other name it is called on
the ground of social justice.
The policy of social justice is not intended to countenance
wrongdoing simply because it is committed by the
underprivileged. At best it may mitigate the penalty but it
certainly will not condone the offense. Compassion for the
poor is an imperative of every humane society but only
when the recipient is not a rascal claiming an underserved
privilege. Social justice cannot be permitted to be refuge of
scoundrels any more than can equity be an impediment to
the punishment of the guilty. Those who invoke social
justive may do so only if their hands are clean and their
motives blameless and not simply because they happen to
be poor.
Agabon v. NLRC, 442 SCRA 573 (2004)
Employees were claiming illegal dismissal. Employer was
asserting that there was abandonment.
Abandonment is the deliberate and unjustified refusal of an
employee to resume his employment. It is a form of neglect
of duty, hence, a just cause for termination of employment
by the employer. For a valid finding of abandonment: (1)
failure to report for work or absence without valid or
justifiable reason (2) clear intention to server employer-
employee relationship with the second as the more
determinative factor which is manifested by overt acts from
which it may be deduced that the employees has no more
intention to work.
Wenphil or Belated Due Process Rule: where the
employer had a valid reason to dismiss an employee but did
not follow the due process requirement, the dismissal may
be upheld but the employer will be penalized to pay an
indemnity to the employee.
But this was re-examined in Serrano case wherein the
Court required that the employer pay the full backwages
from the time of dismissal until the time the Court finds the
dismissal was for a just or authorized cause. It was because
of a significant number of cases involving dismissals without
requisite notices.
Duman / Labor I / Prof. Battad / Page 3
 LABOR LAW 1 REVIEWER
In Agabon, the Court abandoned Serrano and followed
Wenphil only that the sanctions imposed on the employer
must be stiffer than those in Wenphil.
An employee who is clearly guilty of conduct violative of
Article 282 should not be protected by the Social Justice
Clause of the Constitution. Social justice, as the terms
suggests, should be used only to correct an injustice.
JP Laurel, in Calalang: social justice must be founded on the
recognition of the necessity of interdependence among
diverse units of a society and of the protection that should
be equally and evenly extended to all groups as a combined
forc e in our social and economic life, consistent with the
fundamental and paramount objective of the state of
promoting the health, comfort and quiet of all person, and of
bringing about the greatest good to the greatest
number.
Social justice is not based on rigid formulas set in stone. It
has to allow for changing times and circumstances.
5. Legal Basis
a. International Conventions
International School Alliance of Educators v. Quisumbing,
333 SCRA 13 (2000)
Foreigner teachers were given more benefits than the local
teachers.
International law, which springs from general principle of
law, likewise proscribes discrimination. General principles of
law include principles of equity i.e the general principles of
fairness and justice, based on the test of what is reasonable.
The following embody the general principle against
discrimination, the very antithesis of fairness and justice.
Universal Declaration of Human Rights
The International Covenant on
Economic, Social, and Cultural Rights
The International Convention on the
Elimination of All Forms of Racial
Discrimination
The Convention against Discrimination
in Education
The Convention Concerning
Discrimination in Respect of
Employment and Occupation
Mentioned in the case:
Bargaining Unit: is a group of employees of a given
employer, comprised of all or less than all of the entire body
of employees, consistent with equity to the employer
indicate to be the best suited to serve the reciprocal rights
and duties of the parties under the collective bargaining
provisions of the law.
The factors determining the appropriate collective bargaining
unit are: (1) the will of the employees (2) affinity and unity
of the employees interest, such as substantial similarity of
work and duties, or similarity of compensation and working
conditions (3) prior collective bargaining history (4) similarity
of employment status.
b. 1987 Constitution, Art. II, Secs. 5, 9, 10, 13, 14, 18; Art.
XIII, Secs. 1, 3, 14
ART. II
Section 5. The maintenance of peace and order, the
protection of life, liberty, and property, and promotion
of the general welfare are essential for the enjoyment
by all the people of the blessings of democracy.
Section 9. The State shall promote a just and
dynamic social order that will ensure the prosperity
and independence of the nation and free the people
from poverty through policies that provide adequate
social services, promote full employment, a rising
standard of living, and an improved quality of life for
all.
Section 10. The State shall promote social justice in
all phases of national development.
Section 13. The State recognizes the vital role of the
youth in nation-building and shall promote and protect
their physical, moral, spiritual, intellectual, and social
well-being. It shall inculcate in the youth patriotism
and nationalism, and encourage their involvement in
public and civic affairs.
Section 14. The State recognizes the role of women
in nation-building, and shall ensure the fundamental
equality before the law of women and men.
Section 18. The State affirms labor as a primary
social economic force. It shall protect the rights of
workers and promote their welfare.
Art. XIII
Section 1. The Congress shall give highest priority to
the enactment of measures that protect and enhance
the right of all the people to human dignity, reduce
social, economic, and political inequalities, and
remove cultural inequities by equitably diffusing
wealth and political power for the common good.
Section 3. The State shall afford full protection to
labor, local and overseas, organized and
unorganized, and promote full employment and
equality of employment opportunities for all.
It shall guarantee the rights of all workers to self-
organization, collective bargaining and negotiations,
and peaceful concerted activities, including the right
to strike in accordance with law. They shall be entitled
to security of tenure, humane conditions of work, and
a living wage. They shall also participate in policy and
decision-making processes affecting their rights and
benefits as may be provided by law.
The State shall promote the principle of shared
responsibility between workers and employers and
the preferential use of voluntary modes in settling
disputes, including conciliation, and shall enforce their
mutual compliance therewith to foster industrial
peace.
The State shall regulate the relations between
workers and employers, recognizing the right of labor
to its just share in the fruits of production and the right
of enterprises to reasonable returns to investments,
and to expansion and growth.
Section 14. The State shall protect working women
by providing safe and healthful working conditions,
taking into account their maternal functions, and such
Duman / Labor I / Prof. Battad / Page 4
 LABOR LAW 1 REVIEWER

facilities and opportunities that will enhance their
welfare and enable them to realize their full potential
in the service of the nation.
See also: 1935 Const., Art. XIV, Sec., 6; 1973 Const., Art.
II, Sec. 9
c.
1935 Constitution, Art. XIV, Sec. 6
DOLE Phils. v. Pawis ng Makabayang Obrero, 395 SCRA 112
Section 6. The State shall afford protection to labor,
especially to working women, and minors, and shall
regulate the relations between the landowner and
tenant, and between labor and capital in industry and
in agriculture. The State may provide for compulsory
arbitration.
Art. 1306. The contracting parties may establish such
stipulations, clauses, terms and conditions as they
may deem convenient, provided they are not contrary
to law, morals, good customs, public order, or public
policy. (1255a)
Collective Bargaining Agreement
(2003)
Interpretation of the free meals provision in the CBA. Is it
after the employee has worked only after more than three
hours of work or those who have rendered exactly three
hours of overtime work?

1973 Const. Art. II, Sec. 9
Section 9. The State shall afford protection to labor,
promote full employment and equality in employment,
ensure equal work opportunities regardless of sex,
race, or creed, and regulate the relation between
workers and employers. The State shall assure the
rights of workers to self-organization, collective
bargaining, security of tenure, and just and humane
conditions of work. The State may provide for
compulsory arbitration.
c. Labor Code (LC) and Omnibus Rules Implementing the Labor
Code
d. New Civil Code of the Philippines (NCC), Arts. 19, 21, 1700-
1701
The disputed provision of the CBA is clear and unambiguous.
The terms of the CBA is not susceptible to any other
interpretation. Hence the literal meaning of free meals after
three (3) hours of overtime work shall prevail, which is
simply that an employee shall be entitled to a free meal if he
has rendered exactly, or no less than, three hours of
overtime work, not after more than or in excess of three
hours overtime work.
Found in the case: Management prerogative: The exercise of
management prerogative is not unlimited. It is subject to the
limitations found in law, a collective bargaining agreement or
the general principles of fair play and justice. This situation
constitutes one of the limitations. The CBA is the norm of
conduct between the petitioner and private respondent and
compliance therewith is mandated by the express policy of
the law.
d. Past Practices

Art. 19. Every person must, in the exercise of his
rights and in the performance of his duties, act with
justice, give everyone his due, and observe honesty
and good faith.
Art. 21. Any person who wilfully causes loss or injury
to another in a manner that is contrary to morals,
good customs or public policy shall compensate the
latter for the damage.
Art. 1700. The relations between capital and labor are
not merely contractual. They are so impressed with
public interest that labor contracts must yield to the
common good. Therefore, such contracts are subject
to the special laws on labor unions, collective
bargaining, strikes and lockouts, closed shop, wages,
working conditions, hours of labor and similar
subjects.
Art. 1701. Neither capital nor labor shall act
oppressively against the other, or impair the interest
or convenience of the public.
6. Sources of Law
Samahang Manggagawa sa Top Form Manufacturing-United
a. Labor Code and Related Special Legislation (Implementing
Rules)
b. Contract Art. 1305-1306, New Civil Code
Art. 1305. A contract is a meeting of minds between
two persons whereby one binds himself, with respect
to the other, to give something or to render some
service. (1254a)
Davao Fruits Corporation v. Associated
labor Union, 225 SCRA 562 (1993)
Issue: WON in the computation of the 13th month pay given
by employers to their employees under PD 851, payments
for sick, vacation and maternity leaves, premiums for work
done rest days and special holidays and pay for regular
holidays may be excluded in the computation and payment
thereof, regardless of long-standing company practice.
A company practice favorable to the employees had
indeed been established and the payments made
pursuant thereto, ripened into benefits enjoyed by
them. And any benefit and supplement being enjoyed
by the employees cannot be reduced, diminished,
discontinued or eliminated by the employer, by virtue
of Sec 10 of the Rules and Regulations Implementing
PD 851 and Art 100 of the Labor Code which prohibit
the diminution or elimination b the employer of the
employees existing benefits.
The considerable length of time the questioned items had
been included by petitioner indicates a unilateral and
voluntary act on its part, sufficient in itself to negate any
claim of mistake.
Workers of the Phil. (SMTFM-UWP v. NLRC, 295 SCRA 171
(1998)
The case wherein the employer was charged as having
committed an unfair labor practice by bargaining in bad faith
and discriminating against in employees by promising at a
collective bargaining conference to implement any
government-mandated wage increases on an across-the-
board basis.

Duman / Labor I / Prof. Battad / Page 5

 LABOR LAW 1 REVIEWER
Past promises which were written in the minutes of the
meeting. The proposal was never embodied in the CBA,
thus, the promise remained just that, a promise, the
implementation which cannot be validly demanded under the
law.
The law provides remedies to the petitioner union to compel
priv resp to incorporate this specific economic proposal in
the CBA, which they did not do.
The CBA is the law between the contracting partiesthe
collective bargaining representative and the employer-
company. Compliance with a CBA is mandated by the
expressed policy to give protection to labor. In the same
vein, CBA provision should be construed liberally rather
than narrowly and technically, and the courts must place a
practical and realistic construction upon it, giving due
consideration to the context in which it is negotiated and
purpose which it is intended to serve. This is founded on the
dictum that a CBA is not an ordinary contract but one
impressed with public interest. It goes without saying,
however, that only provisions embodied in the CBA should
be so interpreted and complied with.
No benefits or privileges previously enjoyed by petitioner
union and the other employees were withdrawn as a result
of the manner by which private resp implemented the wage
orders.
American Wire and Cable Daily
rated Employees Union American Wire and Cable co., Inc.,
457 SCRA 684 (2005)
The company suddenly withdrew and denied certain benefits
and entitlements which the employees have long enjoyed
like service awards, 35% premium pay of an employees
basic pay for work rendered during Holy Monday, Tuesday,
Wednesday, December 23, 26, 27, 28, and 29, Christmas
Party and Promotional Increases.
It is critical that a determination must be first made whether
the benefits/entitlements are in the nature of a bonus or
not, and assuming they are so, whether they are
demandable and enforceable obligations.
Bonus: is an amount granted and paid to an employee for
his industry and loyalty which contributed to the success of
the employers business and made possible the realization of
profits. It is an act of generosity granted by an enlightened
employer to spur the employee to greater efforts for the
success of the business and realization of bigger profits. The
granting of a bonus is a management prerogative,
something given in addition to what is ordinarily received by
or strictly due the recipient. Thus, a bonus is not a
demandable and enforceable obligation, except when it is
made part of the wage, salary or compensation of the
employee.
Issue: WON these bonuses can be considered part of the
wage or salary or compensation making them enforceable
obligations.
Held: No. For a bonus to be enforceable, it must have been
promised by the employer and expressly agreed upon by the
parties or it must have had a fixed amount and had been a
long and regular practice on the part of the employer.
The benefits/entitlements in question were never subjects of
any express agreement between the parties. They were
never incorporated in the CBA. As observed by the VA, the
records reveal that these benefits/entitlements have not
been subjects of any express agreement between the union
and the company, and have not yet been incorporated in the
CBA.
Downtrend was clear in the service award amount and the
parties venue were changed from paid venues to one which
was free of charge.
To be considered a regular practice, the giving of
the bonus should have been done over a long period
of time, and must be shown to have been consistent
and deliberate.
e. Company Policies
China Banking Corporation v.
Borromeo, 440 SCRA 621 (2004)
The case of a manager who was consistently promoted
because of a highly satisfactory performance which landed
him at the AVP spot only to find out that he has done
irregularities in approving several DAUD/BP in favor of one
Maniwan.
The Banks SOP provides a restitution/forfeiture of benefits
provision.
It is well recognized that company policies and regulations
are, unless shown to be grossly oppressive or contrary to
law, generally binding, and valid on the parties and must be
complied with until finally revised or amended unilaterally or
preferably through negotiation or by competent authority.
Moreover, management has the prerogative to discipline its
employees and to impose appropriate penalties on erring
workers pursuant to company rules and regulations. With
more reason should these truisms apply to the respondent,
who, by reason of his position, was required to act
judiciously and to exercise his authority in harmony with
company policies.
Business enterprises have a prerogative to discipline its
employees and to impose appropriate penalties on erring
workers pursuant to company rules and regulations which
must be respected. The law, in protecting the rights of labor,
authorized neither oppression nor self-destruction of an
employer company which itself is possessed of rights that
must be entitled to recognition and respect.
7. Classification
a. Labor Standards
b. Labor Relations
c. Welfare Legislation
II. LABOR CODE OF THE PHILIPPINES
A. Brief History
B. General Provisions
1. 1. Decree Title, Art. 1
ARTICLE 1. Name of Decree. - This Decree shall
be known as the "Labor Code of the Philippines".
2. Effectivity, Art. 2
ART. 2. Date of effectivity. - This Code shall take
effect six (6) months after its promulgation.
3. Policy Declaration, Art. 3
ART. 3. Declaration of basic policy. - The State
shall afford protection to labor, promote full
employment, ensure equal work opportunities
Duman / Labor I / Prof. Battad / Page 6
 LABOR LAW 1 REVIEWER

regardless of sex, race or creed and regulate the

relations between workers and employers. The
State shall assure the rights of workers to self-
organization, collective bargaining, security of
tenure, and just and humane conditions of work.

4. Construction in Favor of Labor, Art. 4

ART. 4. Construction in favor of labor. - All doubts

in the implementation and interpretation of the
provisions of this Code, including its
implementing rules and regulations, shall be
resolved in favor of labor.

Salinas Jr. v. NLRC, 319 SCRA 54

(1999)

2. Rule Making Power, Art. 5

ART. 5. Rules and regulations. - The Department

of Labor and other government agencies charged
with the administration and enforcement of this
Code or any of its parts shall promulgate the
necessary implementing rules and regulations.
Such rules and regulations shall become
effective fifteen (15) days after announcement of
their adoption in newspapers of general
circulation.

Reyes v. Court of Appeals, 409

SCRA 267 (2003)

Kapisanan ng mga Manggagawang

Pinagyakap v. NLRC, 152 SCRA 6 (1987)

G&M Philippines, Inc. v. Romil

Cuambot, GR No. 162308, Nov. 22, 2006
3. Technical Rules Not Binding, Art. 221

ART. 221. Technical rules not binding and prior resort

to amicable settlement. - In any proceeding before the
Commission or any of the Labor Arbiters, the rules of

Duman / Labor I / Prof. Battad / Page 7

 LABOR LAW 1 REVIEWER
evidence prevailing in courts of law or equity shall not
be controlling and it is the spirit and intention of this
Code that the Commission and its members and the
Labor Arbiters shall use every and all reasonable
means to ascertain the facts in each case speedily
and objectively and without regard to technicalities of
law or procedure, all in the interest of due process. In
any proceeding before the Commission or any Labor
Arbiter, the parties may be represented by legal
counsel but it shall be the duty of the Chairman, any
Presiding Commissioner or Commissioner or any
Labor Arbiter to exercise complete control of the
proceedings at all stages.
Huntington Steel Products, Inc. v. NLRC, 442 SCRA 551
(2004)
4. Applicability, Art. 6, 276; Constitution, Art.
IX-B, Sec. 2(1)
ART. 6. Applicability. - All rights and benefits granted
to workers under this Code shall, except as may
otherwise be provided herein, apply alike to all
workers, whether agricultural or non-agricultural. (As
amended by Presidential Decree No. 570-A,
November 1, 1974).
ART. 276. Government employees. - The terms and
conditions of employment of all government
employees, including employees of government-
owned and controlled corporations, shall be governed
by the Civil Service Law, rules and regulations. Their
salaries shall be standardized by the National
Assembly as provided for in the New Constitution.
However, there shall be no reduction of existing
wages, benefits and other terms and conditions of
employment being enjoyed by them at the time of the
adoption of this Code.
Constitution, Art. IX-B, Sec. 2(1)
Section 2. (1) The civil service embraces all
branches, subdivisions, instrumentalities, and
agencies of the Government, including government-
owned or controlled corporations with original
charters.
5. Enforcement and Sanctions Arts. 217 (a)
(2), (3), (4), (6); 128-129; 288-292; Consti., Art III, Secs.
11 and 16
ART. 217. Jurisdiction of the Labor Arbiters and the
Commission. - (a) Except as otherwise provided
under this Code, the Labor Arbiters shall have original
and exclusive jurisdiction to hear and decide, within
thirty (30) calendar days after the submission of the
case by the parties for decision without extension,
even in the absence of stenographic notes, the
following cases involving all workers, whether
agricultural or non-agricultural:
2. Termination disputes;
3. If accompanied with a claim for
reinstatement, those cases that workers may
file involving wages, rates of pay, hours of
work and other terms and conditions of
employment;
4. Claims for actual, moral, exemplary and
other forms of damages arising from the
employer-employee relations;
6. Except claims for Employees Compensation, Social
Security, Medicare and maternity benefits, all other
claims arising from employer-employee relations,
including those of persons in domestic or household
service, involving an amount exceeding five thousand
pesos (P5,000.00) regardless of whether
accompanied with a claim for reinstatement.
ART. 128. Visitorial and enforcement power. - (a) The
Secretary of Labor and Employment or his duly
authorized representatives, including labor regulation
officers, shall have access to employers records and
premises at any time of the day or night whenever
work is being undertaken therein, and the right to
copy therefrom, to question any employee and
investigate any fact, condition or matter which may be
necessary to determine violations or which may aid in
the enforcement of this Code and of any labor law,
wage order or rules and regulations issued pursuant
thereto.
(b) Notwithstanding the provisions of Articles 129 and
217 of this Code to the contrary, and in cases where
the relationship of employer-employee still exists, the
Secretary of Labor and Employment or his duly
authorized representatives shall have the power to
issue compliance orders to give effect to the labor
standards provisions of this Code and other labor
legislation based on the findings of labor employment
and enforcement officers or industrial safety
engineers made in the course of inspection. The
Secretary or his duly authorized representatives shall
issue writs of execution to the appropriate authority
for the enforcement of their orders, except in cases
where the employer contests the findings of the labor
employment and enforcement officer and raises
issues supported by documentary proofs which were
Duman / Labor I / Prof. Battad / Page 8
 LABOR LAW 1 REVIEWER
not considered in the course of inspection. (As
amended by Republic Act No. 7730, June 2, 1994).
An order issued by the duly authorized representative
of the Secretary of Labor and Employment under this
Article may be appealed to the latter. In case said
order involves a monetary award, an appeal by the
employer may be perfected only upon the posting of a
cash or surety bond issued by a reputable bonding
company duly accredited by the Secretary of Labor
and Employment in the amount equivalent to the
monetary award in the order appealed from. (As
amended by Republic Act No. 7730, June 2, 1994).
(c) The Secretary of Labor and Employment may
likewise order stoppage of work or suspension of
operations of any unit or department of an
establishment when non-compliance with the law or
implementing rules and regulations poses grave and
imminent danger to the health and safety of workers
in the workplace. Within twenty-four hours, a hearing
shall be conducted to determine whether an order for
the stoppage of work or suspension of operations
shall be lifted or not. In case the violation is
attributable to the fault of the employer, he shall pay
the employees concerned their salaries or wages
during the period of such stoppage of work or
suspension of operation.
(d) It shall be unlawful for any person or entity to
obstruct, impede, delay or otherwise render
ineffective the orders of the Secretary of Labor and
Employment or his duly authorized representatives
issued pursuant to the authority granted under this
Article, and no inferior court or entity shall issue
temporary or permanent injunction or restraining order
or otherwise assume jurisdiction over any case
involving the enforcement orders issued in
accordance with this Article.
(e) Any government employee found guilty of violation
of, or abuse of authority, under this Article shall, after
appropriate administrative investigation, be subject to
summary dismissal from the service.
(f) The Secretary of Labor and Employment may, by
appropriate regulations, require employers to keep
and maintain such employment records as may be
necessary in aid of his visitorial and enforcement
powers under this Code.
ART. 129. Recovery of wages, simple money claims
and other benefits. - Upon complaint of any interested
party, the Regional Director of the Department of
Labor and Employment or any of the duly authorized
hearing officers of the Department is empowered,
through summary proceeding and after due notice, to
hear and decide any matter involving the recovery of
wages and other monetary claims and benefits,
including legal interest, owing to an employee or
person employed in domestic or household service or
househelper under this Code, arising from employer-
employee relations: Provided, That such complaint
does not include a claim for reinstatement: Provided
further, That the aggregate money claims of each
employee or househelper does not exceed Five
thousand pesos (P5,000.00). The Regional Director
or hearing officer shall decide or resolve the complaint
within thirty (30) calendar days from the date of the
filing of the same. Any sum thus recovered on behalf
of any employee or househelper pursuant to this
Article shall be held in a special deposit account by,
and shall be paid on order of, the Secretary of Labor
and Employment or the Regional Director directly to
the employee or househelper concerned. Any such
sum not paid to the employee or househelper
because he cannot be located after diligent and
reasonable effort to locate him within a period of three
(3) years, shall be held as a special fund of the
Department of Labor and Employment to be used
exclusively for the amelioration and benefit of
workers.
Any decision or resolution of the Regional Director or
hearing officer pursuant to this provision may be
appealed on the same grounds provided in Article 223
of this Code, within five (5) calendar days from receipt
of a copy of said decision or resolution, to the
National Labor Relations Commission which shall
resolve the appeal within ten (10) calendar days from
the submission of the last pleading required or
allowed under its rules.
The Secretary of Labor and Employment or his duly
authorized representative may supervise the payment
of unpaid wages and other monetary claims and
benefits, including legal interest, found owing to any
employee or househelper under this Code. (As
amended by Section 2, Republic Act No. 6715, March
21, 1989).
ART. 288. Penalties. - Except as otherwise provided
in this Code, or unless the acts complained of hinge
on a question of interpretation or implementation of
ambiguous provisions of an existing collective
bargaining agreement, any violation of the provisions
of this Code declared to be unlawful or penal in nature
shall be punished with a fine of not less than One
Thousand Pesos (P1,000.00) nor more than Ten
Thousand Pesos (P10,000.00) or imprisonment of not
less than three months nor more than three years, or
both such fine and imprisonment at the discretion of
the court.
In addition to such penalty, any alien found guilty shall
be summarily deported upon completion of service of
sentence.
Any provision of law to the contrary notwithstanding,
any criminal offense punished in this Code, shall be
under the concurrent jurisdiction of the Municipal or
City Courts and the Courts of First Instance. (As
amended by Section 3, Batas Pambansa Bilang 70).
ART. 289. Who are liable when committed by other
than natural person. - If the offense is committed by a
corporation, trust, firm, partnership, association or any
other entity, the penalty shall be imposed upon the
guilty officer or officers of such corporation, trust, firm,
partnership, association or entity.
Title II
PRESCRIPTION OF OFFENSES AND CLAIMS
Duman / Labor I / Prof. Battad / Page 9
 LABOR LAW 1 REVIEWER
ART. 290. Offenses. - Offenses penalized under this
Code and the rules and regulations issued pursuant
thereto shall prescribe in three (3) years.
All unfair labor practice arising from Book V shall be
filed with the appropriate agency within one (1) year
from accrual of such unfair labor practice; otherwise,
they shall be forever barred.
ART. 291. Money claims. - All money claims arising
from employer-employee relations accruing during the
effectivity of this Code shall be filed within three (3)
years from the time the cause of action accrued;
otherwise they shall be forever barred.
All money claims accruing prior to the effectivity of
this Code shall be filed with the appropriate entities
established under this Code within one (1) year from
the date of effectivity, and shall be processed or
determined in accordance with the implementing rules
and regulations of the Code; otherwise, they shall be
forever barred.
Workmens compensation claims accruing prior to the
effectivity of this Code and during the period from
November 1, 1974 up to December 31, 1974, shall be
filed with the appropriate regional offices of the
Department of Labor not later than March 31, 1975;
otherwise, they shall forever be barred. The claims
shall be processed and adjudicated in accordance
with the law and rules at the time their causes of
action accrued.
ART. 292. Institution of money claims. - Money claims
specified in the immediately preceding Article shall be
filed before the appropriate entity independently of the
criminal action that may be instituted in the proper
courts.
Pending the final determination of the merits of money
claims filed with the appropriate entity, no civil action
arising from the same cause of action shall be filed
with any court. This provision shall not apply to
employees compensation case which shall be
processed and determined strictly in accordance with
the pertinent provisions of this Code.
ART. III, SEC. 11 AND 16, CONSTITUTION
Section 11. Free access to the courts and quasi-
judicial bodies and adequate legal assistance shall
not be denied to any person by reason of poverty.
Section 16. All persons shall have the right to a
speedy disposition of their cases before all judicial,
quasi-judicial, or administrative bodies.
b.
C. Work Relationship
1. Employer and Employee Relationship
a. Definition of Employer and Employee, Arts. 97 (a) (b) (c),
167 (f)
(g) (h), 212 (e) (f)
ART. 97. Definitions. - As used in this Title:
(a) "Person" means an individual, partnership,
association, corporation, business trust, legal
representatives, or any organized group of
persons.
(b) "Employer" includes any person acting
directly or indirectly in the interest of an
employer in relation to an employee and shall
include the government and all its branches,
subdivisions and instrumentalities, all
government-owned or controlled corporations
and institutions, as well as non-profit private
institutions, or organizations.
(c) "Employee" includes any individual
employed by an employer.
Art. 167. Definition of Terms.As used in this Title,
unless the context indicates otherwise:
(f) Employer means any person, natural or juridical,
employing the services of the employee.
(g) Employee means any person compulsorily
covered by the GSIS under Commonwealth Act
Numbered One hundred eighty-six, as amended,
including the members of the Armed Forces of the
Philippines, and any person employed as casual,
emergency, temporary, substitute or contractual, or
any person compulsorily covered by the SSS under
Republic Act Numbered Eleven hundred sixty-one, as
amended.
(h) Person means any individual, partnership, firm,
association, trust, corporation or legal representative
thereof.
Art. 212.
(e) "Employer" includes any person acting in the
interest of an employer, directly or indirectly. The term
shall not include any labor organization or any of its
officers or agents except when acting as employer.
(f) "Employee" includes any person in the employ of
an employer. The term shall not be limited to the
employees of a particular employer, unless the Code
so explicitly states. It shall include any individual
whose work has ceased as a result of or in
connection with any current labor dispute or because
of any unfair labor practice if he has not obtained any
other substantially equivalent and regular
employment.
Factors/Tests
Ruga v. NLRC, 181 SCRA 437 (1990)
Duman / Labor I / Prof. Battad / Page 10
 LABOR LAW 1 REVIEWER

Chavez v. NLRC, 448 SCRA 478 (2005)

Perpetual Help Credit v. Faburada et al., 366

SCRA 693 (2001)

Vicente Sy v. Court of Appeals, 398 SCRA 301

(2003)
Angelina Francisco v. NLRC, et al., GR No.
170087, Aug. 31, 2006

Duman / Labor I / Prof. Battad / Page 11

 LABOR LAW 1 REVIEWER

In the event that the contractor or subcontractor fails

to pay the wages of his employees in accordance with
this Code, the employer shall be jointly and severally
liable with his contractor or subcontractor to such
employees to the extent of the work performed under
the contract, in the same manner and extent that he is
liable to employees directly employed by him.

The Secretary of Labor and Employment may, by

appropriate regulations, restrict or prohibit the
contracting-out of labor to protect the rights of workers
established under this Code. In so prohibiting or
restricting, he may make appropriate distinctions
between labor-only contracting and job contracting as
well as differentiations within these types of
contracting and determine who among the parties
involved shall be considered the employer for
c. Piercing the Corporate Veil purposes of this Code, to prevent any violation or
circumvention of any provision of this Code.
Pamplona Plantatin Co., Inc. v.
Tinghil, 450 SCRA 421 (2005) There is "labor-only" contracting where the person
supplying workers to an employer does not have
substantial capital or investment in the form of tools,
equipment, machineries, work premises, among
others, and the workers recruited and placed by such
person are performing activities which are directly
related to the principal business of such employer. In
such cases, the person or intermediary shall be
considered merely as an agent of the employer who
shall be responsible to the workers in the same
manner and extent as if the latter were directly
employed by him.

ART. 107. Indirect employer. - The provisions of the

immediately preceding article shall likewise apply to
any person, partnership, association or corporation
which, not being an employer, contracts with an
independent contractor for the performance of any
work, task, job or project.

DEPARTMENT ORDER NO. 18 - 02

2. Independent Contractor and Labor-only Contractor, Art. 106-
107, 109; DO No. 18-02, S 2002
ART. 106. Contractor or subcontractor. - Whenever an
employer enters into a contract with another person
for the performance of the formers work, the
employees of the contractor and of the latters
subcontractor, if any, shall be paid in accordance with
the provisions of this Code.
(Series of 2002)
.
.
RULES IMPLEMENTING ARTICLES 106 TO 109
OF THE LABOR CODE, AS AMENDED
.
.
By virtue of the power vested in the Secretary of
Labor and Employment under Articles 5 (Rule-
making) and 106 (Contractor or Subcontractor) of
the Labor Code of the Philippines, as amended,
the following regulations governing contracting
and subcontracting arrangements are hereby
issued:
Section 1. Guiding principles. - Contracting and
subcontracting arrangements are expressly
allowed by law and are subject to regulation for
the promotion of employment and the observance
of the rights of workers to just and humane
conditions of work, security of tenure, self-
organization, and collective bargaining. Labor-
only contracting as defined herein shall be
prohibited.
Section 2 . Coverage. - These Rules shall apply to
all parties of contracting and subcontracting
arrangements where employer-employee
Duman / Labor I / Prof. Battad / Page 12
 LABOR LAW 1 REVIEWER
relationship exists. Placement activities through
private recruitment and placement agencies as
governed by Articles 25 to 39 of the Labor Code
are not covered by these Rules.
Section 3. Trilateral Relationship in Contracting
Arrangements. - In legitimate contracting, there
exists a trilateral relationship under which there is
a contract for a specific job, work or service
between the principal and the contractor or
subcontractor, and a contract of employment
between the contractor or subcontractor and its
workers. Hence, there are three parties involved in
these arrangements, the principal which decides
to farm out a job or service to a contractor or
subcontractor, the contractor or subcontractor
which has the capacity to independently
undertake the performance of the job, work or
service, and the contractual workers engaged by
the contractor or subcontractor to accomplish the
job work or service.
Section 4. Definition of Basic Terms. - The
following terms as used in these Rules, shall
mean:
(a) "Contracting" or "subcontracting" refers to an
arrangement whereby a principal agrees to put
out or farm out with a contractor or subcontractor
the performance or completion of a specific job,
work or service within a definite or predetermined
period, regardless of whether such job, work or
service is to be performed or completed within or
outside the premises of the principal.
(b) "Contractor or subcontractor" refers to any
person or entity engaged in a legitimate
contracting or subcontracting arrangement.
(c) "Contractual employee" includes one
employed by a contractor or subcontractor to
perform or complete a job, work or service
pursuant to an arrangement between the latter
and a principal.
(d) "Principal" refers to any employer who puts
out or farms out a job, service or work to a
contractor or subcontractor.
Section 5. Prohibition against labor-only
contracting. - Labor-only contracting is hereby
declared prohibited. For this purpose, labor-only
contracting shall refer to an arrangement where
the contractor or subcontractor merely recruits,
supplies or places workers to perform a job, work
or service for a principal, and any of the following
elements are present:
(i) The contractor or subcontractor does not have
substantial capital or investment which relates to
the job, work or service to be performed and the
employees recruited, supplied or placed by such
contractor or subcontractor are performing
activities which are directly related to the main
business of the principal; or
(ii) the contractor does not exercise the right to
control over the performance of the work of the
contractual employee.
The foregoing provisions shall be without
prejudice to the application of Article 248 (C ) of
the Labor Code, as amended.
"Substantial capital or investment" refers to
capital stocks and subscribed capitalization in the
case of corporations, tools, equipment,
implements, machineries and work premises,
actually and directly used by the contractor or
subcontractor in the performance or completion
of the job, work or service contracted out.
The "right to control" shall refer to the right
reserved to the person for whom the services of
the contractual workers are performed, to
determine not only the end to be achieved, but
also the manner and means to be used in
reaching that end.
Section 6. Prohibitions. - Notwithstanding Section
5 of these Rules, the following are hereby
declared prohibited for being contrary to law or
public policy:
(a) Contracting out of a job, work or service when
not done in good faith and not justified by the
exigencies of the business and the same results
in the termination of regular employees and
reduction of work hours or reduction or splitting
of the bargaining unit;
(b) Contracting out of work with a "cabo" as
defined in Section 1 (ii), Rule I, Book V of these
Rules. "Cabo" refers to a person or group of
persons or to a labor group which, in the guise of
a labor organization, supplies workers to an
employer, with or without any monetary or other
consideration whether in the capacity of an agent
of the employer or as an ostensible independent
contractor;
(c) Taking undue advantage of the economic
situation or lack of bargaining strength of the
contractual employee, or undermining his
security of tenure or basic rights, or
circumventing the provisions of regular
employment, in any of the following instances:
(i) In addition to his assigned functions, requiring
the contractual employee to perform functions
which are currently being performed by the
regular employees of the principal or of the
contractor or subcontractor;
(ii) Requiring him to sign, as a precondition to
employment or continued employment, an
antedated resignation letter; a blank payroll; a
waiver of labor standards including minimum
wages and social or welfare benefits; or a
quitclaim releasing the principal, contractor or
subcontractor from any liability as to payment of
future claims; and
Duman / Labor I / Prof. Battad / Page 13
 LABOR LAW 1 REVIEWER
(iii) Requiring him to sign a contract fixing the
period of employment to a term shorter than the
term of the contract between the principal and the
contractor or subcontractor, unless the latter
contract is divisible into phases for which
substantially different skills are required and this
is made known to the employee at the time of
engagement;
(d) Contracting out of a job, work or service
through an in-house agency which refers to a
contractor or subcontractor engaged in the
supply of labor which is owned, managed or
controlled by the principal and which operates
solely for the principal;
(e) Contracting out of a job, work or service
directly related to the business or operation of the
principal by reason of a strike or lockout whether
actual or imminent;
(f) Contracting out of a job, work or service being
performed by union members when such will
interfere with, restrain or coerce employees in the
exercise of their rights to self organization as
provided in Art. 248 (c) of the Labor Code, as
amended.
Section 7. Existence of an employer-employee
relationship. - The contractor or subcontractor
shall be considered the employer of the
contractual employee for purposes of enforcing
the provisions of the Labor Code and other social
legislation. The principal, however, shall be
solidarily liable with the contractor in the event of
any violation of any provision of the Labor Code,
including the failure to pay wages.
The principal shall be deemed the employer of the
contractual employee in any of the following
cases as declared by a competent authority:
(a) where there is labor-only contracting; or
(b) where the contracting arrangement falls within
the prohibitions provided in Section 6
(Prohibitions) hereof.
Section 8. Rights of Contractual Employees. -
Consistent with Section 7 of these Rules, the
contractual employee shall be entitled to all the
rights and privileges due a regular employee as
provided for in the Labor Code, as amended, to
include the following:
(a) Safe and healthful working conditions;
(b) Labor standards such as service incentive
leave, rest days, overtime pay, holiday pay, 13th
month pay and separation pay;
(c) Social security and welfare benefits;
(d) Self-organization, collective bargaining and
peaceful concerted action; and
(e) Security of tenure.
Section 9. Contract between contractor or
subcontractor and contractual employee. -
Notwithstanding oral or written stipulations to the
contrary, the contract between the contractor or
subcontractor and the contractual employee,
which shall be in writing, shall include the
following terms and conditions:
(a) The specific description of the job, work or
service to be performed by the contractual
employee;
(b) The place of work and terms and conditions of
employment, including a statement of the wage
rate applicable to the individual contractual
employee; and
(c) The term or duration of employment, which
shall be coextensive with the contract of the
principal and subcontractor, or with the specific
phase for which the contractual employee is
engaged, as the case may be.
The contractor or subcontractor shall inform the
contractual employee of the foregoing terms and
conditions on or before the first day of his
employment.
Section 10. Effect of Termination of Contractual
Employment. - In cases of termination of
employment prior to the expiration of the contract
between the principal and the contractor or
subcontractor, the right of the contractual
employee to separation pay or other related
benefits shall be governed by the applicable laws
and jurisprudence on termination of employment.
Where the termination results from the expiration
of the contract between the principal and the
contractor or subcontractor, or from the
completion of the phase of the job, work or
service for which the contractual employee is
engaged, the latter shall not be entitled to
separation pay. However, this shall be without
prejudice to completion bonuses or other
emoluments, including retirement pay as may be
provided by law or in the contract between the
principal and the contractor or subcontractor.
Section 11. Registration of Contractors or
Subcontractors. - Consistent with the authority of
the Secretary of Labor and Employment to restrict
or prohibit the contracting out of labor through
appropriate regulations, a registration system to
govern contracting arrangements and to be
implemented by the Regional Offices is hereby
established.
The registration of contractors and
subcontractors shall be necessary for purposes
of establishing an effective labor market
information and monitoring.
Failure to register shall give rise to the
presumption that the contractor is engaged in
labor-only contracting.
Section 12. Requirements for registration. - A
contractor or subcontractor shall be listed in the
registry of contractors and subcontractors upon
completion of an application form to be provided
by the DOLE. The applicant contractor or
Duman / Labor I / Prof. Battad / Page 14
 LABOR LAW 1 REVIEWER
subcontractor shall provide in the application
form the following information:
(a) The name and business address of the
applicant and the area or areas where it seeks to
operate;
(b) The names and addresses of officers, if the
applicant is a corporation, partnership,
cooperative or union;
(c) The nature of the applicant's business and the
industry or industries where the applicant seeks
to operate;
(d) The number of regular workers; the list of
clients, if any; the number of personnel assigned
to each client, if any and the services provided to
the client;
(e) The description of the phases of the contract
and the number of employees covered in each
phase, where appropriate; and
(f) A copy of audited financial statements if the
applicant is a corporation, partnership,
cooperative or a union, or copy of the latest ITR if
the applicant is a sole proprietorship.
The application shall be supported by:
(a) A certified copy of a certificate of registration
of firm or business name from the Securities and
Exchange Commission (SEC), Department of
Trade and Industry (DTI), Cooperative
Development Authority (CDA), or from the DOLE if
the applicant is a union; and
(b) A certified copy of the license or business
permit issued by the local government unit or
units where the contractor or subcontractor
operates.
The application shall be verified and shall include
an undertaking that the contractor or
subcontractor shall abide by all applicable labor
laws and regulations.
Section 13. Filing and processing of applications.
- The application and its supporting documents
shall be filed in triplicate in the Regional Offices
where the applicant principally operates. No
application for registration shall be accepted
unless all the foregoing requirements are
complied with. The contractor or subcontractor
shall be deemed registered upon payment of a
registration fee of P100.00 to the Regional Office.
Where all the supporting documents have been
submitted, the Regional Office shall deny or
approve the application within seven (7) working
days after its filing.
Upon registration, the Regional Office shall return
one set of the duly-stamped application
documents to the applicant, retain one set for its
file, and transmit the remaining set to the Bureau
of Local Employment. The Bureau shall devise the
necessary forms for the expeditious processing
of all applications for registration.
Section 14. Duty to produce copy of contract
between the principal and the contractor or
subcontractor. - The principal or the contractor or
subcontractor shall be under an obligation to
produce a copy of the contract between the
principal and the contractor in the ordinary
course of inspection. The contractor shall
likewise be under an obligation to produce a copy
of the contract of employment of the contractual
worker when directed to do so by the Regional
Director or his authorized representative.
A copy of the contract between the contractual
employee and the contractor or subcontractor
shall be furnished the certified bargaining agent,
if there is any.
Section 15. Annual Reporting of Registered
Contractors. - The contractor or subcontractor
shall submit in triplicate its annual report using a
prescribed form to the appropriate Regional
Office not later than the 15th of January of the
following year. The report shall include:
(a) A list of contracts entered with the principal
during the subject reporting period;
(b) The number of workers covered by each
contract with the principal;
(c) A sworn undertaking that the benefits from the
Social Security System (SSS), the Home
Development Mutual Fund (HDMF), PhilHealth,
Employees Compensation Commission (ECC),
and remittances to the Bureau of Internal Revenue
(BIR) due its contractual employees have been
made during the subject reporting period.
The Regional Office shall return one set of the
duly-stamped report to the contractor or
subcontractor, retain one set for its file, and
transmit the remaining set to the Bureau of Local
Employment within five (5) days from receipt
thereof.
Section 16. Delisting of contractors or
subcontractors. - Subject to due process, the
Regional Director shall cancel the registration of
contractors or subcontractors based on any of
the following grounds:
(a) Non-submission of contracts between the
principal and the contractor or subcontractor
when required to do so;
(b) Non-submission of annual report;
(c) Findings through arbitration that the
contractor or subcontractor has engaged in labor-
only contracting and the prohibited activities as
provided in Section 6 (Prohibitions) hereof; and
Duman / Labor I / Prof. Battad / Page 15
 LABOR LAW 1 REVIEWER

(d) Non-compliance with labor standards and this Rule are hereby superseded. Contracting or
working conditions. subcontracting arrangements in the construction
industry, under the licensing coverage of the
Section 17. Renewal of registration of contractors PCAB and shall not include shipbuilding and ship
or subcontractors. - All registered contractors or repairing works, however, shall continue to be
subcontractors may apply for renewal of governed by Department Order No. 19, series of
registration every three years. For this purpose, 1993.
the Tripartite Industrial Peace Council (TIPC) as
created under Executive Order No. 49, shall serve Section 21. Effectivity. - This Order shall be
as the oversight committee to verify and monitor effective fifteen (15) days after completion of its
the following: publication in two (2) newspapers of general
(a) Engaging in allowable contracting activities; circulation.
and
.
(b) Compliance with administrative reporting Manila, Philippines, 21 February 2002.
requirements.
a. Requirements for Independent Contractor
Section 18. Enforcement of Labor Standards and
Working Conditions. - Consistent with Article 128 San Miguel Corp v. NLRC & Maliksi,
(Visitorial and Enforcement Power) of the Labor GR No. 147566, Dec. 6, 2006
Code, as amended, the Regional Director through
his duly authorized representatives, including
labor regulation officers shall have the authority
to conduct routine inspection of establishments
engaged in contracting or subcontracting and
shall have access to employer's records and
premises at any time of the day or night whenever
work is being undertaken therein, and the right to
copy therefrom, to question any employee and
investigate any fact, condition or matter which
may be necessary to determine violations or
which may aid in the enforcement of the Labor
Code and of any labor law, wage order, or rules
and regulations issued pursuant thereto.

The findings of the duly authorized representative

shall be referred to the Regional Director for
appropriate action as provided for in Article 128,
and shall be furnished the collective bargaining
agent, if any.

Based on the visitorial and enforcement power of

the Secretary of Labor and Employment in Article
128 (a), (b), (c) and (d), the Regional Director shall
issue compliance orders to give effect to the labor
standards provisions of the Labor Code, other
labor legislation and these guidelines.

Section 19. Solidary liability. - The principal shall

be deemed as the direct employer of the
contractual employees and therefore, solidarily
liable with the contractor or subcontractor for
whatever monetary claims the contractual LIIKHA-PMPB v. Burlinggame corp.,
employees may have against the former in the GR No. 162833, June 15, 2007
case of violations as provided for in Sections 5
(Labor-Only contracting), 6 (Prohibitions), 8
(Rights of Contractual Employees) and 16
(Delisting) of these Rules. In addition, the
principal shall also be solidarily liable in case the
contract between the principal and contractor or
subcontractor is preterminated for reasons not
attributable to the fault of the contractor or
subcontractor.

Section 20. Supersession. - All rules and

regulations issued by the Secretary of Labor and
Employment inconsistent with the provisions of
Duman / Labor I / Prof. Battad / Page 16
 LABOR LAW 1 REVIEWER

b. Desirable Unnecessary

Coca-Cola Bottlers Phil., Inc. v.

NLRC, 307 SCRA 131 (1999) d. Effect of Finding

San Miguel Corporation v. Abella,

461 SCRA 392 (2005)

c. Labor Contractor Only; Requisites and

Prohibition

Manila Water Co., Inc. v. Pena, 434

SCRA 52 (2004) 3. Liability of Indirect Employer

Lanzaderas v. Amethyst Security &

General Services, Inc., supra

Duman / Labor I / Prof. Battad / Page 17

 LABOR LAW 1 REVIEWER
D. Pre-employment, Recruitment and Placement of
Workers
Reference: Arts. 12-42; POEA Rules; Book 1, Rules III-VIII,
Omnibus Rules; Migrant Workers and Overseas Filipinos Act
of 1995 (RA 8042); Anti-Trafficking in Persons Act 2003 (RA
9208) and Rules and Regulations Implementing RA 9208
1. Pre-employment Policy Statement of Objectives,
Art. 12 (a) (f);
Const., Art. II, Sec. 9; RA 8042, Sec. 2, 4 & 5.
ART. 12. Statement of objectives. - It is the policy of
the State:
a) To promote and maintain a state of full
employment through improved manpower
training, allocation and utilization;
f) To strengthen the network of public
employment offices and rationalize the
participation of the private sector in the
recruitment and placement of workers,
locally and overseas, to serve national
development objectives;
1987 Constitution, Art II, Sec. 9
The State shall promote a just and dynamic
social order that will ensure the prosperity
and independence of the nation and free the
people from poverty through policies that
provide adequate social services, promote
full employment, a rising standard of living,
and an improved quality of life for all.
REPUBLIC ACT NO. 8042
SEC. 2. DECLARATION OF POLICIES--
(a) In the pursuit of an independent foreign
policy and while considering national
sovereignty, territorial integrity, national
interest and the right to self-determination
paramount in its relations with other states,
the State shall, at all times, uphold the
dignity of its citizens whether in country or
overseas, in general, and Filipino migrant
workers, in particular.
(b) The State shall afford full protection to
labor, local and overseas, organized and
unorganized, and promote full employment
and equality of employment opportunities for
all. Towards this end, the State shall provide
adequate and timely social, economic and
legal services to Filipino migrant workers.
(c) While recognizing the significant
contribution of Filipino migrant workers to the
national economy through their foreign
exchange remittances, the State does not
promote overseas employment as a means
to sustain economic growth and achieve
national development. The existence of the
overseas employment program rests solely
on the assurance that the dignity and
fundamental human rights and freedoms of
the Filipino citizens shall not, at any time, be
compromised or violated. The State,
therefore, shall continuously create local
employment opportunities and promote the
equitable distribution of wealth and the
benefits of development.
(d) The State affirms the fundamental
equality before the law of women and men
and the significant role of women in nation-
building. Recognizing the contribution of
overseas migrant women workers and their
particular vulnerabilities, the State shall
apply gender sensitive criteria in the
formulation and implementation of policies
and programs affecting migrant workers and
the composition of bodies tasked for the
welfare of migrant workers.
(e) Free access to the courts and quasi-
judicial bodies and adequate legal
assistance shall not be denied to any
persons by reason of poverty. In this regard,
it is imperative that an effective mechanism
be instituted to ensure that the rights and
interest of distressed overseas Filipinos, in
general, and Filipino migrant workers, in
particular, documented or undocumented,
are adequately protected and safeguarded.
(f) The right of Filipino migrant workers and
all overseas Filipinos to participate in the
democratic decision-making processes of
the State and to be represented in
institutions relevant to overseas employment
is recognized and guaranteed.
(g) The State recognizes that the ultimate
protection to all migrant workers is the
possession of skills. Pursuant to this and as
soon as practicable, the government shall
deploy and/or allow the deployment only to
skilled Filipino workers.
(h) Non-governmental organizations, duly
recognized as legitimate, are partners of the
State in the protection of Filipino migrant
workers and in the promotion of their
welfare, the State shall cooperate with them
in a spirit of trust and mutual respect.
(I) Government fees and other administrative
costs of recruitment, introduction, placement
and assistance to migrant workers
shall be rendered free without prejudice to
the provision of Section 36 hereof.
Nonetheless, the deployment of Filipino
overseas workers, whether land-based or
sea-based by local service contractors and
manning agencies employing them shall be
encouraged. Appropriate incentives may be
extended to them.
Duman / Labor I / Prof. Battad / Page 18
 LABOR LAW 1 REVIEWER
I. DEPLOYMENT
SEC. 4. Deployment of Migrant Workers -
The State shall deploy overseas Filipino
workers only in countries where the rights of
Filipino migrant workers are protected. The
government recognizes any of the following
as guarantee on the part of the receiving
country for the protection and the rights of
overseas Filipino workers:
(a) It has existing labor and social laws
protecting the rights of migrant workers;
(b) It is a signatory to multilateral
conventions, declaration or resolutions
relating to the protection of migrant workers;
(c) It has concluded a bilateral agreement or
arrangement with the government protecting
the rights of overseas Filipino workers; and
(d) It is taking positive, concrete measures to
protect the rights of migrant workers.
SEC. 5. TERMINATION OR BAN ON
DEPLOYMENT - Notwithstanding the
provisions of Section 4 hereof, the
government, in pursuit of the national
interest or when public welfare so requires,
may, at any time, terminate or impose a ban
on the deployment of migrant workers.
2. Private Sector Agencies and Entities
a. Parties
1) Worker Art. 13 (a)
ART. 13. Definitions. - (a) "Worker" means
any member of the labor force, whether employed or
unemployed.
2) Private Employment Agency Arts. 13 (c) (d), 12 (f), 14
(a)
ART. 13. (c) "Private fee-charging
employment agency" means any person or
entity engaged in recruitment and placement
of workers for a fee which is charged,
directly or indirectly, from the workers or
employers or both.
b.
(d) "License" means a document issued by
the Department of Labor authorizing a
person or entity to operate a private
employment agency.
ART. 12. Statement of objectives. - It is the
policy of the State:
f) To strengthen the network of public
employment offices and rationalize the
participation of the private sector in the
recruitment and placement of workers,
locally and overseas, to serve national
development objectives;
ART. 14. Employment promotion. - The
Secretary of Labor shall have the power and
authority:
(a) To organize and establish new
employment offices in addition to the existing
employment offices under the Department of
Labor as the need arises;
3) Private Recruitment Entity Arts. 13 (e) (f), 12 (f), 14
(a)
ART. 13. (e) "Private recruitment entity"
means any person or association engaged in
the recruitment and placement of workers,
locally or overseas, without charging, directly
or indirectly, any fee from the workers or
employers.
(f) "Authority" means a document issued by
the Department of Labor authorizing a
person or association to engage in
recruitment and placement activities as a
private recruitment entity.
ART. 12. Statement of objectives. - It is the
policy of the State:
f) To strengthen the network of public
employment offices and rationalize the
participation of the private sector in the
recruitment and placement of workers,
locally and overseas, to serve national
development objectives;
ART. 14. Employment promotion. - The
Secretary of Labor shall have the power and
authority:
(a) To organize and establish new
employment offices in addition to the existing
employment offices under the Department of
Labor as the need arises;
Recruitment and Placement
1) Local Employment, Art. 13 (b)
(b) "Recruitment and placement" refers to
any act of canvassing, enlisting, contracting,
transporting, utilizing, hiring or procuring
workers, and includes referrals, contract
services, promising or advertising for
employment, locally or abroad, whether for
profit or not: Provided, That any person or
entity which, in any manner, offers or
promises for a fee, employment to two or
more persons shall be deemed engaged in
recruitment and placement.
Duman / Labor I / Prof. Battad / Page 19
 LABOR LAW 1 REVIEWER
2) Overseas Employment, Sec. 6, RA 8042
Sec. 6. DEFINITIONS. - For purposes of this
Act, illegal recruitment shall mean any act of
canvassing, enlisting, contracting,
transporting, utilizing, hiring, procuring
workers and includes referring, contact
services, promising or advertising for
employment abroad, whether for profit or
not, when undertaken by a non-license or
non-holder of authority contemplated under
Article 13(f) of Presidential Decree No. 442,
as amended, otherwise known as the Labor
Code of the Philippines. Provided, that such
non-license or non-holder, who, in any
manner, offers or promises for a fee
employment abroad to two or more persons
shall be deemed so engaged. It shall
likewise include the following acts, whether
committed by any persons, whether a non-
licensee, non-holder, licensee or holder of
authority.
(a) To charge or accept directly or indirectly
any amount greater than the specified in the
schedule of allowable fees prescribed by the
Secretary of Labor and Employment, or to
make a worker pay any amount greater than
that actually received by him as a loan or
advance;
(b) To furnish or publish any false notice or
information or document in relation to
recruitment or employment;
(c) To give any false notice, testimony,
information or document or commit any act
of misrepresentation for the purpose of
securing a license or authority under the
Labor Code;
(d) To induce or attempt to induce a worker
already employed to quit his employment in
order to offer him another unless the transfer
is designed to liberate a worker from
oppressive terms and conditions of
employment;
(e) To influence or attempt to influence any
persons or entity not to employ any worker
who has not applied for employment through
his agency;
(f) To engage in the recruitment of placement
of workers in jobs harmful to public health or
morality or to dignity of the Republic of the
Philippines;
(g) To obstruct or attempt to obstruct
inspection by the Secretary of Labor and
Employment or by his duly authorized
representative;
(h) To fail to submit reports on the status of
employment, placement vacancies,
remittances of foreign exchange earnings,
separations from jobs, departures and such
other matters or information as may be
required by the Secretary of Labor and
Employment;
(i) To substitute or alter to the prejudice of
the worker, employment contracts approved
and verified by the Department of Labor and
Employment from the time of actual signing
thereof by the parties up to and including the
period of the expiration of the same without
the approval of the Department of Labor and
Employment;
(j) For an officer or agent of a recruitment or
placement agency to become an officer or
member of the Board of any corporation
engaged in travel agency or to be engaged
directly on indirectly in the management of a
travel agency;
(k) To withhold or deny travel documents
from applicant workers before departure for
monetary or financial considerations other
than those authorized under the Labor Code
and its implementing rules and regulations;
(l) Failure to actually deploy without valid
reasons as determined by the Department of
Labor and Employment; and
(m) Failure to reimburse expenses incurred
by the workers in connection with his
documentation and processing for purposes
of deployment, in cases where the
deployment does not actually take place
without the worker's fault. Illegal recruitment
when committed by a syndicate or in large
scale shall be considered as offense
involving economic sabotage.
Illegal recruitment is deemed committed by a
syndicate carried out by a group of three (3)
or more persons conspiring or confederating
with one another. It is deemed committed in
large scale if committed against three (3) or
more persons individually or as a group.
The persons criminally liable for the above
offenses are the principals, accomplices and
accessories. In case of juridical persons, the
officers having control, management or
direction of their business shall be liable.
c. Allowed and Protected Entities
1) Allowed Private Agencies and Entities, Arts. 16, 18, 25,
12 (f)
ART. 16. Private recruitment. - Except as
provided in Chapter II of this Title, no person
or entity other than the public employment
offices, shall engage in the recruitment and
placement of workers.
ART. 18. Ban on direct-hiring. - No employer
may hire a Filipino worker for overseas
employment except through the Boards and
entities authorized by the Secretary of Labor.
Direct-hiring by members of the diplomatic
corps, international organizations and such
other employers as may be allowed by the
Secretary of Labor is exempted from this
provision.
ART. 25. Private sector participation in the
recruitment and placement of workers. -
Pursuant to national development objectives
and in order to harness and maximize the
use of private sector resources and initiative
in the development and implementation of a
Duman / Labor I / Prof. Battad / Page 20
 LABOR LAW 1 REVIEWER
comprehensive employment program, the
private employment sector shall participate
in the recruitment and placement of workers,
locally and overseas, under such guidelines,
rules and regulations as may be issued by
the Secretary of Labor.
ART. 12. Statement of objectives. - It is the
policy of the State:
f) To strengthen the network of public
employment offices and rationalize the
participation of the private sector in the
recruitment and placement of workers,
locally and overseas, to serve national
development objectives;
2) Prohibited Business Agencies and Entities, Arts. 16, 18,
25, 26
ART. 16. Private recruitment. - Except as provided in
Chapter II of this Title, no person or entity other than
the public employment offices, shall engage in the
recruitment and placement of workers.
ART. 18. Ban on direct-hiring. - No employer may hire
a Filipino worker for overseas employment except
through the Boards and entities authorized by the
Secretary of Labor. Direct-hiring by members of the
diplomatic corps, international organizations and such
other employers as may be allowed by the Secretary
of Labor is exempted from this provision.
ART. 25. Private sector participation in the recruitment
and placement of workers. - Pursuant to national
development objectives and in order to harness and
maximize the use of private sector resources and
initiative in the development and implementation of a
comprehensive employment program, the private
employment sector shall participate in the recruitment
and placement of workers, locally and overseas,
under such guidelines, rules and regulations as may
be issued by the Secretary of Labor.
ART. 26. Travel agencies prohibited to recruit. - Travel
agencies and sales agencies of airline companies are
prohibited from engaging in the business of
recruitment and placement of workers for overseas
employment whether for profit or not.
d. Government Techniques of Regulation Private Recruitment
1) Licensing, Arts. 27, 28, 29, 30, 31, POEA rules and
Regulations, Book II, Sec. 1 and Book II, Rule II
ART. 27. Citizenship requirement. - Only
Filipino citizens or corporations, partnerships
or entities at least seventy-five percent
(75%) of the authorized and voting capital
stock of which is owned and controlled by
Filipino citizens shall be permitted to
participate in the recruitment and placement
of workers, locally or overseas.
ART. 28. Capitalization. - All applicants for
authority to hire or renewal of license to
recruit are required to have such substantial
capitalization as determined by the Secretary
of Labor.
ART. 29. Non-transferability of license or
authority. - No license or authority shall be
used directly or indirectly by any person
other than the one in whose favor it was
issued or at any place other than that stated
in the license or authority be transferred,
conveyed or assigned to any other person or
entity. Any transfer of business address,
appointment or designation of any agent or
representative including the establishment of
additional offices anywhere shall be subject
to the prior approval of the Department of
Labor.
ART. 30. Registration fees. - The Secretary
of Labor shall promulgate a schedule of fees
for the registration of all applicants for
license or authority.
ART. 31. Bonds. - All applicants for license or
authority shall post such cash and surety
bonds as determined by the Secretary of
Labor to guarantee compliance with
prescribed recruitment procedures, rules and
regulations, and terms and conditions of
employment as may be appropriate.
POEA Rules, Book II,
LICENSING AND REGULATION
RULE I
PARTICIPATION OF THE PRIVATE SECTOR IN THE
OVERSEAS EMPLOYMENT PROGRAM
Section 1. Qualifications. Only those who
possess the following qualifications may be
permitted to engage in the business of
recruitment and placement of Filipino
workers:
a. Filipino citizens, partnerships or
corporations at least seventy five percent
(75%) of the authorized capital stock of
which is owned and controlled by Filipino
citizens;
b. A minimum capitalization of Two Million
Pesos (P2,000,000.00) in case of a single
proprietorship or partnership and a minimum
paid-up capital of Two Million Pesos
(P2,000,000.00) in case of a corporation;
Provided that those with existing licenses
shall, within four years from effectivity
hereof, increase their capitalization or paid
up capital, as the case may be, to Two
Million Pesos (P2,000,000.00) at the rate of
Two Hundred Fifty Thousand Pesos
(P250,000.00) every year.
c. Those not otherwise disqualified by law or
other government regulations to engage in
the recruitment and placement of workers for
overseas employment.
RULE II
Duman / Labor I / Prof. Battad / Page 21
 LABOR LAW 1 REVIEWER
ISSUANCE OF LICENSE
Section 1. Requirements for Issuance of
License. - Every applicant for license to
operate a private employment agency or
manning agency shall submit a written
application together with the following
requirements:
a. A certified copy of the Articles of
Incorporation or of Partnership duly
registered with the Securities and Exchange
Commission (SEC), in the case of
corporation or partnership or Certificate of
Registration of firm or business name with
the Bureau of Domestic Trade (BDT) in the
case of a single proprietorship;
b. Proof of financial capacity: In the case of
a single proprietorship or partnership,
verified income tax returns for the past two
(2) years and a bank certificate of a cash
deposit of P250,000.00, provided that the
applicant should submit an authority to
examine such bank deposit.
In the case of a newly organized corporation,
submission of a bank certificate of a cash
deposit of at least P250,000.00 with authority
to examine the same. For an existing
corporation, submission of a verified financial
statement, corporate tax returns for the past
two (2) years and bank certification of a cash
deposit of at least P250,000.00 with the
corresponding authority to examine such
deposit.
c. Escrow agreement in the amount of
P200,000.00 with an accredited reputable
banking corporation to primarily answer for
valid and legal claims of recruited workers as
a result of recruitment violations or money
claims;
d. Clearance of all members of the Board of
Directors, partner, or proprietor of the
applicant agency from the National Bureau
of Investigation (NBI) and other government
agencies as the need may require, Fiscals
clearance in case of persons with criminal
cases; provided that where the member or
partner concerned is a foreigner, clearance
from his country of origin shall be
acceptable;
e. Proof of marketing capability;
For land-based applicants:
An applicant with an actual principal/foreign
employer to be serviced, shall at the time of
application submit the following documents
for evaluation:
(1) A duly executed Special Power of
Attorney authenticated by the Philippine
Embassy/Consulate or Labor Attache in the
place where the principal/employers hold
their office; or
(2) A concluded service/recruitment
agreement authenticated by the Philippine
Embassy/Consulate, or Labor Attache in the
place where the project/job site is located;
(3) An authenticated manpower mobilization
request or visa approval of not less than fifty
(50) workers for deployment within a period
not exceeding six (6) months from issuance
of approved license;
An applicant who, at the time of application
is unable to present a foreign
principal/employer shall, upon compliance
with all other licensing requirements as
herein provided, be issued a provisional
license, subject to submission of a verified
undertaking to deploy at least fifty (50)
workers, exclusive of direct hired, within a
period not exceeding six (6) months from
date of issuance of provisional license. It is
understood that failure to comply with this
undertaking shall result in the automatic
revocation of the provisional license.
For manning applicants:
(1) A duly executed Special Power of
Attorney authenticated by the Philippine
Embassy/Consulate or Labor Attache in
place where the vessel
owners/operators/manager hold their
principal office; or
(2) A duly concluded manning agreement
authenticated by the Philippine Embassy,
Consulate, or Labor Attache in the place
where the vessel/owners/operators/
manager hold their principal office;
(3) A manpower mobilization request of not
less than fifty (50) seafarers for deployment
within a period not exceeding six (6) months
from issuance of approved license.
f. A verified undertaking stating that the
applicant:
(1) Shall select only medically and
technically qualified recruits;
(2) Shall assume full and complete
responsibility for all claims and liabilities
which may arise in connection with the use
of license;
Duman / Labor I / Prof. Battad / Page 22
 LABOR LAW 1 REVIEWER
(3) Shall assume joint and solidary liability
with the employer for all claims and liabilities
which may arise in connection with the
implementation of the contract, including but
not limited to payment of wages, death and
disability compensation and repatriation;
(4) Shall guarantee compliance with the
existing labor and social legislations of the
Philippines and of the country of employment
of recruited workers; and
(5) Shall assume full and complete
responsibility for all acts of its officials,
employees and representatives done in
connection with recruitment and placement;
g. List of all officials and personnel involved
in the recruitment and placement, together
with their appointment, bio-data and two (2)
copies of their passport-size pictures.
h. Copy of contract of lease or proof of
building ownership together with office
address.
Section 2. Action on the Application. - Within
thirty (30) calendar days from receipt of
application or requirements including proof of
payment of a non-refundable filing fee of
P5,000.00, the Administration shall evaluate
pertinent documents of the applicant, inspect
the offices and equipment and recommend
to the Secretary the approval or denial of the
application.
Section 3. Issuance of License. - The
Administration shall recommend to the
Secretary issuance of the corresponding
license upon due evaluation and compliance
with licensing requirements and operational
standards.
Section 4. Payment of Fees and Posting of
Bonds. - Upon approval of the application,
the applicant shall pay a license fee of
P30,000.00. It shall also post a cash bond of
P100,000.00 and a surety bond of
P50,000.00 from a bonding company
acceptable to the Administration and duly
accredited by the Insurance Commission.
The bonds shall answer for all valid and legal
claims arising from violations of the
conditions for the grant and use of the
license, and/or accreditation and contracts of
employment. The bonds shall likewise
guarantee compliance with the provisions of
the Code and its implementing rules and
regulations relating to recruitment and
placement, the Rules of the Administration
and relevant issuances of the Department
and all liabilities which the Administration
may impose. The surety bonds shall include
the condition that notice to the principal is
notice to the surety and that any judgment
against the principal in connection with
matters falling under POEAs jurisdiction
shall be binding and conclusive on the
surety. The surety bonds shall be co-
terminus with the validity period of the
license.
Section 5. Validity of License. - Every
license shall be valid for at least two (2)
years from the date of issuance unless
sooner cancelled or revoked by the
Secretary or suspended by the
Administration for violation of the Code and
its rules and relevant decrees, orders and
issuances and other rules and regulations of
the Department. Such license shall be valid
only at the place/s stated therein and when
used by the licensed person, partnership or
corporation.
Section 6. Non-Transferability of License. -
No license shall be transferred, conveyed or
assigned to any person, partnership or
corporation. It shall not be used directly or
indirectly by any person, partnership or
corporation other than the one in whose
favor it was issued. Violation shall cause
automatic revocation of license.
In case of death of the sole proprietor, and in
order to prevent disruption of operation and
so as not to prejudice the interest of
legitimate heirs, the licensed single
proprietorship may be allowed to continue
only for the purpose of winding up its
business operation.
Section 7. Change of
Ownership/Relationship of Single
Proprietorship or Partnership. - Transfer or
change of ownership of a single
proprietorship licensed to engage in
overseas employment shall cause the
automatic revocation of the license. The
new owner shall be required to apply for a
license in accordance with these Rules.
A change in the relationship of the partners
in a partnership duly licensed to engage in
overseas employment which materially
interrupts the course of the business or
results in the actual dissolution of the
partnership shall likewise cause the
automatic revocation of the license.
Section 8. Upgrading of Single
Proprietorship or Partnerships. - License
holders which are single proprietorships or
partnerships may, subject to the guidelines
of the Administration, convert into
corporation for purposes of upgrading or
raising their capabilities to respond
adequately to developments/changes in the
international labor market and to enable
them to better comply with their
responsibilities arising from the recruitment
and deployment of workers overseas.
The approval of merger, consolidation or
upgrading shall automatically revoke or
Duman / Labor I / Prof. Battad / Page 23
 LABOR LAW 1 REVIEWER
cancel the licenses of the single
proprietorships, partnerships or corporations
so merged, consolidated or upgraded.
Section 9. Change of Directors of
Corporation. - Every change in the
composition of the Board of Directors of a
corporation licensed to participate in
overseas employment shall be registered
with the Administration within thirty (30)
calendar days from the date the change was
decided or approved. The corporation shall
be required to submit to the Administration
the Minutes of Proceedings duly certified by
the SEC, the bio-data and clearances of the
new members of the Board from the
government agencies identified in Section 1
(e) of this Rule.
Section 10. Change of Other Officers and
Personnel. - Every change or termination of
appointment of officers, representatives and
personnel shall be registered with the
Administration within thirty (30) calendar
days from the date of such change.
The Administration reserves the right to deny
the appointment of officers and employees
who were directly involved in recruitment
irregularities.
Section 11. Appointment of
Representatives. - Every appointment of
representatives or agents of licensed agency
shall be subject to prior approval or authority
of the Administration.
The approval may be issued upon
submission of or compliance with the
following requirements:
a. Proposed appointment or special power of
attorney;
b. Clearances of the proposed
representative or agent from NBI;
c. A sworn or verified statement by the
designating or appointing person or
company assuming full responsibility for all
acts of the agent or representative done in
connection with the recruitment and
placement of workers;
Section 12. Publication of Change of
Directors/Other Officers and Personnel/
Revocation or Amendment of Appointment of
Representatives. - In addition to the
requirement of registration with and
submission to the Administration, every
change in the membership of the Board of
Directors, resignation/termination of other
officers and personnel, revocation or
amendment of appointment of
representatives shall be published at least
once in a newspaper of general circulation,
in order to bind third parties. Proof of such
publication shall be submitted to the
Administration
Section 13. Transfer of Business Address
and Studio. - Any transfer of business
address shall be effected only with prior
authority or approval of the Administration.
The approval shall be issued only upon
formal notice of the intention to transfer with
the following attachments:
a. Copy of the companys notice to the BDT
or the SEC on the transfer of business
address;
b. In the case of a corporation, a Board
Resolution duly registered with the SEC
authorizing the transfer of business address;
c. In the case of a single proprietorship, a
copy of the BDTs acknowledgment of the
notice to transfer; and
d. Copy of the contract of lease or proof of
building ownership.
The new office shall be subject to the normal
ocular inspection procedures by duly
authorized representatives of the
Administration.
A notice to the public of the new address
shall be published in a newspaper of general
circulation.
Section 14. Establishment of Executive
Office. - The establishment of an executive
office outside of the registered address shall
be effected only with prior approval or
authority of the Administration. The approval
may be issued upon submission of an
affidavit of undertaking to the effect that no
recruitment activity whatsoever shall be
conducted thereat and that the agency has a
valid contract of lease or building ownership.
Section 15. Establishment of Branch and
Extension Offices. - Branch and extension
offices may be established in areas
approved by the Secretary, subject to
implementing guidelines.
Section 16. Conduct of Recruitment Outside
of Registered Office, Branch or Extension
Office. - No licensed agency shall conduct
any provincial recruitment, job fairs or
recruitment activities of any form outside of
the address stated in the license,
acknowledged Branch or Extension Office or
without first securing prior authority from the
Administration of the Center.
Section 17. Renewal of License. - An
agency shall submit an application for the
renewal thereof to the Administration. Such
Duman / Labor I / Prof. Battad / Page 24
 LABOR LAW 1 REVIEWER
application shall be supported by the
following documents:
a. Proof of foreign exchange earnings issued
by the Central Bank;
b. Surety bond duly renewed or revalidated;
c. Escrow agreement in the amount of
P200,000.00 with an accredited reputable
banking corporation to primarily answer for
valid and legal claims of recruited workers as
a result of recruitment violations or money
claims;
d. Replenishment of the cash bond in case
such or any part thereof is garnished;
e. Proof of financial capacity such as but not
limited to verified financial statements for the
past two (2) years, verified corporate or
individual tax returns with confirmation
receipts, and compliance with capitalization
requirements and infusion thereof as the
case may be, as certified by the Securities
and Exchange Commission;
f. Summary of deployment reports during the
validity of the license sought to be renewed;
g. Summary of payroll reports in case of
contractors and manning agencies during
the validity of the license sought to be
renewed; and
h. Other requirements as may be imposed
by the Administration.
Section 18. Non-expiration of License. -
Where the license holder has made timely
and sufficient application for renewal, the
existing license shall not expire until the
application shall have been finally
determined by the Administration.
Section 19. Action on Renewal of License. -
Within thirty (30) calendar days from receipt
of the application for renewal the
Administration shall undertake evaluation
and inspection and thereafter recommend to
the Secretary the grant or denial of the
application.
2)
Section 20. Failure to Renew. - Any agency
which fails to obtain a renewal of its license
within thirty (30) calendar days from
expiration thereof, shall be immediately
deemed delisted and disallowed from
conducting recruitment and placement.
Section 21. Denial of Renewal of Licenses.
- Licenses of agencies which fail to conclude
a recruitment or manning agreement and/or
undertake minimum levels of worker
deployment and foreign exchange
generation or those which fail to meet the
3) Reports/Employment Information, Arts. 33, 14 (d)
minimum operational standards and
requirements set by the Administration, shall
not be renewed.
Section 22. When to Consider Cash
Bond/Deposit in Escrow Garnished. - As
soon as an Order of Garnishment is served
upon the Administration/Bank, and the same
is correspondingly earmarked, the cash
bond/deposit in escrow of an agency shall no
longer be considered sufficient. The
Administration shall forthwith serve upon the
agency a notice to replenish.
Section 23. Replenishment of Cash or
Surety Bonds/Deposit in Escrow. - Within
fifteen (15) calendar days from date of
receipt of notice from the Administration that
the bonds/deposit in escrow, or any part
thereof had been garnished, the agency
shall replenish the same. Failure to
replenish such bonds/deposit in escrow
within the said period shall cause the
suspension of the license.
Section 24. Refund of Cash Bond/Release
of Deposit in Escrow. - A licensed agency
which voluntarily surrenders its license shall
be entitled to the refund of its deposited cash
bond and release of the deposit in escrow,
only after posting a surety bond of similar
amount valid for four (4) years from
expiration of license.
Section 25. Evaluation of Performance of
Agencies. - The Administration shall
undertake the annual evaluation and rating
of the performance of licensed agencies to
determine the merits of their continued
participation in the overseas employment
program taking into consideration
compliance with laws and regulations and
such other criteria as it may deem proper.
Section 26. Classification and Ranking. -
The Administration may undertake the
classification and ranking of agencies. In
recognition of exemplary performance, it
may undertake schemes for incentives and
rewards.
Workers Fees, Art. 32
ART. 32. Fees to be paid by workers. - Any
person applying with a private fee-charging
employment agency for employment
assistance shall not be charged any fee until
he has obtained employment through its
efforts or has actually commenced
employment. Such fee shall be always
covered with the appropriate receipt clearly
showing the amount paid. The Secretary of
Labor shall promulgate a schedule of
allowable fees.
Duman / Labor I / Prof. Battad / Page 25
 LABOR LAW 1 REVIEWER
ART. 33. Reports on employment status. -
Whenever the public interest requires, the
Secretary of Labor may direct all persons or
entities within the coverage of this Title to
submit a report on the status of employment,
including job vacancies, details of job
requisitions, separation from jobs, wages,
other terms and conditions and other
employment data.
ART. 14. Employment promotion. - The
Secretary of Labor shall have the power and
authority:
(d) To require any person, establishment,
organization or institution to submit such
employment information as may be
prescribed by the Secretary of Labor.
4) Prohibited Practices, Art. 34
ART. 34. Prohibited practices. - It shall be
unlawful for any individual, entity, licensee,
or holder of authority:
5) Illegal Recruitment, Art. 38; Sec. 6, RA 8042
(a) To charge or accept, directly or indirectly,
any amount greater than that specified in the
schedule of allowable fees prescribed by the
Secretary of Labor, or to make a worker pay
any amount greater than that actually
received by him as a loan or advance;
(b) To furnish or publish any false notice or
information or document in relation to
recruitment or employment;
(c) To give any false notice, testimony,
information or document or commit any act
of misrepresentation for the purpose of
securing a license or authority under this
Code.
(d) To induce or attempt to induce a worker
already employed to quit his employment in
order to offer him to another unless the
transfer is designed to liberate the worker
from oppressive terms and conditions of
employment;
(e) To influence or to attempt to influence
any person or entity not to employ any
worker who has not applied for employment
through his agency;
(f) To engage in the recruitment or placement
of workers in jobs harmful to public health or
morality or to the dignity of the Republic of
the Philippines;
(g) To obstruct or attempt to obstruct
inspection by the Secretary of Labor or by
his duly authorized representatives;
(h) To fail to file reports on the status of
employment, placement vacancies,
remittance of foreign exchange earnings,
separation from jobs, departures and such
other matters or information as may be
required by the Secretary of Labor.
(i) To substitute or alter employment
contracts approved and verified by the
Department of Labor from the time of actual
signing thereof by the parties up to and
including the periods of expiration of the
same without the approval of the Secretary
of Labor;
(j) To become an officer or member of the
Board of any corporation engaged in travel
agency or to be engaged directly or indirectly
in the management of a travel agency; and
(k) To withhold or deny travel documents
from applicant workers before departure for
monetary or financial considerations other
than those authorized under this Code and
its implementing rules and regulations.
ART. 38. Illegal recruitment. - (a) Any
recruitment activities, including the prohibited
practices enumerated under Article 34 of this
Code, to be undertaken by non-licensees or
non-holders of authority, shall be deemed
illegal and punishable under Article 39 of this
Code. The Department of Labor and
Employment or any law enforcement officer
may initiate complaints under this Article.
(b) Illegal recruitment when committed by a
syndicate or in large scale shall be
considered an offense involving economic
sabotage and shall be penalized in
accordance with Article 39 hereof.
Illegal recruitment is deemed committed by a
syndicate if carried out by a group of three
(3) or more persons conspiring and/or
confederating with one another in carrying
out any unlawful or illegal transaction,
enterprise or scheme defined under the first
paragraph hereof. Illegal recruitment is
deemed committed in large scale if
committed against three (3) or more persons
individually or as a group.
(c) The Secretary of Labor and Employment
or his duly authorized representatives shall
have the power to cause the arrest and
detention of such non-licensee or non-holder
of authority if after investigation it is
determined that his activities constitute a
danger to national security and public order
or will lead to further exploitation of job-
seekers. The Secretary shall order the
search of the office or premises and seizure
of documents, paraphernalia, properties and
other implements used in illegal recruitment
activities and the closure of companies,
Duman / Labor I / Prof. Battad / Page 26
 LABOR LAW 1 REVIEWER
establishments and entities found to be
engaged in the recruitment of workers for
overseas employment, without having been
licensed or authorized to do so.
6) Enforcement
a) Regulatory Power, Art. 36
ART. 36. Regulatory power. - The Secretary
of Labor shall have the power to restrict and
regulate the recruitment and placement
activities of all agencies within the coverage
of this Title and is hereby authorized to issue
orders and promulgate rules and regulations
to carry out the objectives and implement the
provisions of this Title.
b) Rule-Making Power, Art. 36
c) Visitorial Power, Art. 37
ART. 37. Visitorial Power. - The Secretary of
Labor or his duly authorized representatives
may, at any time, inspect the premises,
books of accounts and records of any person
or entity covered by this Title, require it to
submit reports regularly on prescribed forms,
and act on violation of any provisions of this
Title.
7) Joint and Several Liability of Agent and Principal, POEA
Rules, Book II, Rule II, Sec. 1 (f)
Section 1. Requirements for Issuance of
License. - Every applicant for license to
operate a private employment agency or
manning agency shall submit a written
application together with the following
requirements:
f. A verified undertaking stating that the
applicant:
(1) Shall select only medically and technically
qualified recruits;
(2) Shall assume full and complete responsibility for
all claims and liabilities which may arise in
connection with the use of license;
(3) Shall assume joint and solidary liability with the
employer for all claims and liabilities which may
arise in connection with the implementation of the
contract, including but not limited to payment of
wages, death and disability compensation and
repatriation;
(4) Shall guarantee compliance with the existing
labor and social legislations of the Philippines and
of the country of employment of recruited workers;
and
(5) Shall assume full and complete responsibility for
all acts of its officials, employees and
representatives done in connection with recruitment
and placement;
e. Jurisdiction
1) RTC over Criminal Action arising from Illegal Recruitment, RA
No. 8042, Sec. 9
SEC. 9. VENUE. - A criminal action arising from illegal
recruitment as defined herein shall be filed with the
Regional Trial Court of the province or city where the
offense was committed or where the offended party
actually resides at the same time of the commission
of the offense: Provided, That the court where the
criminal action is first filed shall acquire jurisdiction to
the exclusion of other courts. Provided, however, That
the aforestated provisions shall also apply to those
criminal actions that have already been filed in court
at the time of the effectivity of this Act.
2) LA over Money Claims, RA 8042, Sec. 10
SEC. 10. MONEY CLAIMS. -
Botwithstanding any provision of law to the
contrary, the Labor Arbiters of the National
Labor Relations Commission (NLRC) shall
have the priginal and exclusive jurisdiction to
hear and decide, within ninety (90) calendar
days after filing of the complaint, the claims
arising out of an employer-employee
relationship or by virtue of any law or
contract involving Filipino workers for
overseas deployment including claims for
actual, moral, exemplary and other forms of
damages.
The liability of the
principal/employer and the
recruitment/placement agency for any and all
claims under this section shall be joint and
several. This provisions shall be
incorporated in the contract for overseas
employment and shall be a condition
precedent for its approval. The performance
bond to be filed by the
recruitment/placement agency, as provided
by law, shall be answerable for all money
claims or damages that may be awarded to
the workers. If the recruitment/placement
agency is a juridical being, the corporate
officers and directors and partners as the
case may be, shall themselves be jointly and
solidarily liable with the corporation or
partnership for the aforesaid claims and
damages.
Such liabilities shall continue
during the entire period or duration of the
employment contract and shall not be
affected by any substitution, amendment or
modification made locally or in a foreign
country of the said contract.
Any compromise/amicable
settlement or voluntary agreement on money
claims inclusive of damages under this
section shall be paid within four (4) months
from the approval of the settlement by the
appropriate authority.
In case of termination of overseas
employment without just, valid or authorized
Duman / Labor I / Prof. Battad / Page 27
 LABOR LAW 1 REVIEWER
cause as defined by law or contract, the
workers shall be entitled to the full
reimbursement of his placement fee with
interest of twelve percent (12%) per annum,
plus his salaries for the unexpired portion of
his employment contract or for three (3)
months for every year of the unexpired term,
whichever is less.
Non-compliance with the
mandatory periods for resolutions of cases
provided under this section shall subject the
responsible officials to any or all of the
following penalties:
(a) The salary of any such official
who fails to render his decision or resolutions
within the prescribed period shall be, or
caused to be, withheld until the said official
complies therewith;
(b) Suspension for not more than
ninety (90) days; or
(c) Dismissal from the service with
disqualifications to hold any appointive public
office for five (5) years.
Provided, however, that the
penalties herein provided shall be without
prejudice to any liability which any such
official may have incurred under other
existing laws or rules and regulations as a
consequence of violating the provisions of
this paragraph.
3) POEA over Administrative Cases
a) Pre-employment Cases, Omnibus rules Impl. RA No.
8042, Sec. 28 (a)
Sec. 28. Jurisdiction of the POEA. - The
POEA shall exercise original and
exclusive jurisdiction to hear and decide:
(a) all cases, which are administrative in
character, involving or arising out of violations of
rules and regulations relating to licensing and
registration of recruitment and employment
agencies or entities; and
b) Disciplinary Cases, Sec. 28 (b)
(b) disciplinary action cases and other
special cases, which are administrative in
character, involving employers,
principals, contracting partners and
Filipino migrant workers.
3. Public Sector Agencies
Employment Offices, Art. 12 (f); 14 (a); Sec. 3,
Reorganizing POEA (EO No. 247); POEA Rules
ART. 12. Statement of objectives. - It is the policy of
the State:
f) To strengthen the network of public
employment offices and rationalize the
participation of the private sector in the
recruitment and placement of workers, locally
and overseas, to serve national development
objectives;
ART. 14. Employment promotion. - The Secretary of
Labor shall have the power and authority:
(a) To organize and establish new
employment offices in addition to the existing
employment offices under the Department of
Labor as the need arises;
EO No. 247, Sec. 3. Powers and Functions. - In the
pursuit of its mandate, the Administration shall have
the following powers and functions:
(a) Regulate private sector participation in
the recruitment and overseas
placement of workers by setting up a
licensing and registration system;
(b) Formulate and implement, in
coordination with appropriate entities
concerned, when necessary, a system
for promoting and monitoring the
overseas employment of Filipino
workers taking into consideration their
welfare and the domestic manpower
requirements;
(c) Protect the rights of Filipino workers
for overseas employment to fair and
equitable recruitment and employment
practices and ensure their welfare;
(d) Exercise original and exclusive
jurisdiction to hear and decide all claims
arising out of an employer-employee
relationship or by virtue of any law or
contract involving Filipino workers for
overseas employment including the
disciplinary cases; and all pre-
employment cases which are
administrative in character involving or
arising out of violation or requirement
laws, rules and regulations including
money claims arising therefrom, or
violation of the conditions for issuance
of license or authority to recruit workers.
All prohibited recruitment activities and
practices which are penal in character
as enumerated and defined under and
by virtue of existing laws, shall be
prosecuted in the regular courts in close
coordination with the appropriate
Departments and agencies concerned;
(e) Maintain a registry of skills for
overseas placement;
(f) Recruit and place workers to service
the requirements for trained and
competent Filipino workers by foreign
governments and their instrumentalities
and such other employers as public
interest may require;
(g) Promote the development of skills
and careful selection of Filipino
workers;
Duman / Labor I / Prof. Battad / Page 28
 LABOR LAW 1 REVIEWER
(h) Undertake overseas market
development activities for placement of
Filipino workers;
(i) Secure the best terms and conditions
of employment of Filipino contract
workers and ensure compliance
therewith;
(j) Promote and protect the well-being
of Filipino workers overseas;
(k) Develop and implement programs
for the effective monitoring of returning
contract workers, promoting their re-
training and re-employment or their
smooth re-integration into the
mainstream of national economy in
coordination with other government
agencies;
(l) Institute a system for ensuring fair
and speedy disposition of cases
involving violation or recruitment rules
and regulations as well as violation of
terms and conditions of overseas
employment;
(m) Establish a system for speedy and
efficient enforcement of decisions laid
down through the exercise of its
adjudicatory function;
(n) Establish and maintain close
relationship and enter into joint projects
with the Department of Foreign Affairs,
Philippine Tourism Authority, Manila
International Airport Authority,
Department of Justice, Department of
Budget and Management and other
relevant government entities, in the
pursuit of its objectives. The
Administration shall also establish and
maintain joint projects with private
organizations, domestic or foreign, in
the furtherance of its objectives.
4. Sanctions, Arts. 35, 39 (a) (b) (c) (d) (e); RA
8042, Secs. 6 , 7, 10
ART. 35. Suspension and/or cancellation of
license or authority. - The Minister of Labor
shall have the power to suspend or cancel
any license or authority to recruit employees
for overseas employment for violation of
rules and regulations issued by the Ministry
of Labor, the Overseas Employment
Development Board, or for violation of the
provisions of this and other applicable laws,
General Orders and Letters of Instructions.
ART. 39. Penalties. - (a) The penalty of life
imprisonment and a fine of One Hundred
Thousand Pesos (P1000,000.00) shall be
imposed if illegal recruitment constitutes
economic sabotage as defined herein;
(b) Any licensee or holder of authority found
violating or causing another to violate any
provision of this Title or its implementing
rules and regulations shall, upon conviction
thereof, suffer the penalty of imprisonment of
not less than two years nor more than five
years or a fine of not less than P10,000 nor
more than P50,000, or both such
imprisonment and fine, at the discretion of
the court;
(c) Any person who is neither a licensee nor
a holder of authority under this Title found
violating any provision thereof or its
implementing rules and regulations shall,
upon conviction thereof, suffer the penalty of
imprisonment of not less than four years nor
more than eight years or a fine of not less
than P20,000 nor more than P100,000 or
both such imprisonment and fine, at the
discretion of the court;
(d) If the offender is a corporation,
partnership, association or entity, the penalty
shall be imposed upon the officer or officers
of the corporation, partnership, association
or entity responsible for violation; and if such
officer is an alien, he shall, in addition to the
penalties herein prescribed, be deported
without further proceedings;
(e) In every case, conviction shall cause and
carry the automatic revocation of the license
or authority and all the permits and privileges
granted to such person or entity under this
Title, and the forfeiture of the cash and
surety bonds in favor of the Overseas
Employment Development Board or the
National Seamen Board, as the case may
be, both of which are authorized to use the
same exclusively to promote their objectives.
a. Local Employment, Art. 39
(SEE ABOVE)
b. Overseas Employment, Art. 35; RA 8042,
Sec. 7
(SEE ABOVE FOR ART. 35)
Sec. 6. DEFINITIONS. - For purposes of this Act,
illegal recruitment shall mean any act of canvassing,
enlisting, contracting, transporting, utilizing, hiring,
procuring workers and includes referring, contact
services, promising or advertising for employment
abroad, whether for profit or not, when undertaken by
a non-license or non-holder of authority contemplated
under Article 13(f) of Presidential Decree No. 442, as
amended, otherwise known as the Labor Code of the
Philippines. Provided, that such non-license or non-
holder, who, in any manner, offers or promises for a
fee employment abroad to two or more persons shall
be deemed so engaged. It shall likewise include the
following acts, whether committed by any persons,
whether a non-licensee, non-holder, licensee or
holder of authority.
Duman / Labor I / Prof. Battad / Page 29
 LABOR LAW 1 REVIEWER
(a) To charge or accept directly or indirectly any
amount greater than the specified in the schedule of
allowable fees prescribed by the Secretary of Labor
and Employment, or to make a worker pay any
amount greater than that actually received by him as
a loan or advance;
(b) To furnish or publish any false notice or
information or document in relation to recruitment or
employment;
(c) To give any false notice, testimony, information or
document or commit any act of misrepresentation for
the purpose of securing a license or authority under
the Labor Code;
(d) To induce or attempt to induce a worker already
employed to quit his employment in order to offer him
another unless the transfer is designed to liberate a
worker from oppressive terms and conditions of
employment;
(e) To influence or attempt to influence any persons or
entity not to employ any worker who has not applied
for employment through his agency;
(f) To engage in the recruitment of placement of
workers in jobs harmful to public health or morality or
to dignity of the Republic of the Philippines;
(g) To obstruct or attempt to obstruct inspection by the
Secretary of Labor and Employment or by his duly
authorized representative;
(h) To fail to submit reports on the status of
employment, placement vacancies, remittances of
foreign exchange earnings, separations from jobs,
departures and such other matters or information as
may be required by the Secretary of Labor and
Employment;
(i) To substitute or alter to the prejudice of the worker,
employment contracts approved and verified by the
Department of Labor and Employment from the time
of actual signing thereof by the parties up to and
including the period of the expiration of the same
without the approval of the Department of Labor and
Employment;
(j) For an officer or agent of a recruitment or
placement agency to become an officer or member of
the Board of any corporation engaged in travel
agency or to be engaged directly on indirectly in the
management of a travel agency;
(k) To withhold or deny travel documents from
applicant workers before departure for monetary or
financial considerations other than those authorized
under the Labor Code and its implementing rules and
regulations;
(l) Failure to actually deploy without valid reasons as
determined by the Department of Labor and
Employment; and
(m) Failure to reimburse expenses incurred by the
workers in connection with his documentation and
processing for purposes of deployment, in cases
where the deployment does not actually take place
without the worker's fault. Illegal recruitment when
committed by a syndicate or in large scale shall be
considered as offense involving economic sabotage.
Illegal recruitment is deemed committed by a
syndicate carried out by a group of three (3) or more
persons conspiring or confederating with one another.
It is deemed committed in large scale if committed
against three (3) or more persons individually or as a
group.
The persons criminally liable for the above offenses
are the principals, accomplices and accessories. In
case of juridical persons, the officers having control,
management or direction of their business shall be
liable.
SEC. 7. PENALTIES -
(a) Any person found guilty of illegal recruitment shall
suffer the penalty of imprisonment of not less than six
(6) years and one (1) day but not more than twelve
(12) years and a fine not less than two hundred
thousand pesos (P200,000.00) nor more than five
hundred thousand pesos (P500,000.00).
(b) The penalty of life imprisonment and a fine of not
less than five hundred thousand pesos (P500,000.00)
nor more than one million pesos (P1,000,000.00)
shall be imposed if illegal recruitment constitutes
economic sabotage as defined herein.
Provided, however, that the maximum penalty shall
be imposed if the person illegally recruited is less than
eighteen (18) years of age or committed by a non-
licensee or non-holder of authority.
SEC. 10. MONEY CLAIMS. - Notwithstanding any
provision of law to the contrary, the Labor Arbiters of
the National Labor Relations Commission (NLRC)
shall have the priginal and exclusive jurisdiction to
hear and decide, within ninety (90) calendar days
after filing of the complaint, the claims arising out of
an employer-employee relationship or by virtue of any
law or contract involving Filipino workers for overseas
deployment including claims for actual, moral,
exemplary and other forms of damages.
The liability of the principal/employer and
the recruitment/placement agency for any and all
claims under this section shall be joint and several.
This provisions shall be incorporated in the contract
for overseas employment and shall be a condition
precedent for its approval. The performance bond to
be filed by the recruitment/placement agency, as
provided by law, shall be answerable for all money
claims or damages that may be awarded to the
workers. If the recruitment/placement agency is a
juridical being, the corporate officers and directors
and partners as the case may be, shall themselves be
jointly and solidarily liable with the corporation or
partnership for the aforesaid claims and damages.
Such liabilities shall continue during the
entire period or duration of the employment contract
and shall not be affected by any substitution,
amendment or modification made locally or in a
foreign country of the said contract.
Any compromise/amicable settlement or
voluntary agreement on money claims inclusive of
damages under this section shall be paid within four
(4) months from the approval of the settlement by the
appropriate authority.
In case of termination of overseas
employment without just, valid or authorized cause as
defined by law or contract, the workers shall be
entitled to the full reimbursement of his placement fee
with interest of twelve percent (12%) per annum, plus
Duman / Labor I / Prof. Battad / Page 30
 LABOR LAW 1 REVIEWER

his salaries for the unexpired portion of his Republic of the Philippines
employment contract or for three (3) months for every Congress of the Philippines
year of the unexpired term, whichever is less. Metro Manila
Non-compliance with the mandatory periods
for resolutions of cases provided under this section Twelfth Congress
shall subject the responsible officials to any or all of Second Regular Session
the following penalties:
(a) The salary of any such official who fails
to render his decision or resolutions within the
prescribed period shall be, or caused to be, withheld
until the said official complies therewith; Begun held in Metro Manila on Monday, the
twenty-second day of July, two thousand two
(b) Suspension for not more than ninety
(90) days; or
Republic Act No. 9208 May 26, 2003
(c) Dismissal from the service with
disqualifications to hold any appointive public office
for five (5) years.
AN ACT TO INSTITUTE POLICIES TO
ELIMINATE TRAFFICKING IN PERSONS
Provided, however, that the penalties herein ESPECIALLY WOMEN AND CHILDREN,
provided shall be without prejudice to any liability ESTABLISHING THE NECESSARY
which any such official may have incurred under other INSTITUTIONAL MECHANISMS FOR THE
existing laws or rules and regulations as a
PROTECTION AND SUPPORT OF
consequence of violating the provisions of this
paragraph. TRAFFICKED PERSONS, PROVIDING
PENALTIES FOR ITS VIOLATIONS, AND FOR
OTHER
5. Issues and Questions on Overseas Employment

Readings: Be it enacted by the Senate and the House of

Representatives of the Philippines in Congress
Soriano, Ma. Teresa M., assembled:
Implications of International Migration, A
Focus on the Philippine Experience , PLR, Vol 20. No. 2
(1996) Section 1. Title. This Act shall be known as the
King, Amelia M., Social and "Anti-Trafficking in Persons Act of 2003".
Economic Benefits and Costs, PLR, Vol. 9, No. 1 (1985).
Licuanan, Patricia B. Katas ng
Saudi, a closer look. PLR Vol. 9, No. 1 (1985). Section 2. Declaration of Policy. It is hereby
declared that the State values the dignity of
every human person and guarantees the respect
of individual rights. In pursuit of this policy, the
State shall give highest priority to the enactment
of measures and development of programs that
will promote human dignity, protect the people
from any threat of violence and exploitation,
eliminate trafficking in persons, and mitigate
pressures for involuntary migration and
servitude of persons, not only to support
trafficked persons but more importantly, to
ensure their recovery, rehabilitation and
reintegration into the mainstream of society.

It shall be a State policy to recognize the equal

rights and inherent human dignity of women and
men as enshrined in the United Nations
Universal Declaration on Human Rights, United
Nations Convention on the Rights of the Child,
United Nations Convention on the Protection of
Migrant Workers and their Families. United
Nations Convention Against Transnational
Organized Crime Including its Protocol to
6. Trafficking in Persons, RA 9208 and Rules and Regulations Prevent, Suppress and Punish Trafficking in
Implementing RA 9208 Persons, Especially Women and Children and
all other relevant and universally accepted
human rights instruments and other international
conventions to which the Philippines is a
signatory.
Duman / Labor I / Prof. Battad / Page 31
 LABOR LAW 1 REVIEWER
Section 3. Definition of Terms. - As used in this
Act:
(a) Trafficking in Persons - refers to the
recruitment, transportation, transfer or
harboring, or receipt of persons with or
without the victim's consent or
knowledge, within or across national
borders by means of threat or use of
force, or other forms of coercion,
abduction, fraud, deception, abuse of
power or of position, taking advantage
of the vulnerability of the person, or, the
giving or receiving of payments or
benefits to achieve the consent of a
person having control over another
person for the purpose of exploitation
which includes at a minimum, the
exploitation or the prostitution of others
or other forms of sexual exploitation,
forced labor or services, slavery,
servitude or the removal or sale of
organs.
The recruitment, transportation, transfer,
harboring or receipt of a child for the
purpose of exploitation shall also be
considered as "trafficking in persons"
even if it does not involve any of the
means set forth in the preceding
paragraph.
(b) Child - refers to a person below
eighteen (18) years of age or one who is
over eighteen (18) but is unable to fully
take care of or protect himself/herself
from abuse, neglect, cruelty,
exploitation, or discrimination because
of a physical or mental disability or
condition.
(c) Prostitution - refers to any act,
transaction, scheme or design involving
the use of a person by another, for
sexual intercourse or lascivious conduct
in exchange for money, profit or any
other consideration.
(d) Forced Labor and Slavery - refer to
the extraction of work or services from
any person by means of enticement,
violence, intimidation or threat, use of
force or coercion, including deprivation
of freedom, abuse of authority or moral
ascendancy, debt-bondage or
deception.
(e) Sex Tourism - refers to a program
organized by travel and tourism-related
establishments and individuals which
consists of tourism packages or
activities, utilizing and offering escort
and sexual services as enticement for
tourists. This includes sexual services
and practices offered during rest and
recreation periods for members of the
military.
(f) Sexual Exploitation - refers to
participation by a person in prostitution
or the production of pornographic
materials as a result of being subjected
to a threat, deception, coercion,
abduction, force, abuse of authority,
debt bondage, fraud or through abuse of
a victim's vulnerability.
(g) Debt Bondage - refers to the
pledging by the debtor of his/her
personal services or labor or those of a
person under his/her control as security
or payment for a debt, when the length
and nature of services is not clearly
defined or when the value of the
services as reasonably assessed is not
applied toward the liquidation of the
debt.
(h) Pornography - refers to any
representation, through publication,
exhibition, cinematography, indecent
shows, information technology, or by
whatever means, of a person engaged
in real or simulated explicit sexual
activities or any representation of the
sexual parts of a person for primarily
sexual purposes.
(i) Council - shall mean the Inter-Agency
Council Against Trafficking created
under Section 20 of this Act.
Section 4. Acts of Trafficking in Persons. - It
shall be unlawful for any person, natural or
juridical, to commit any of the following acts:
(a) To recruit, transport, transfer; harbor,
provide, or receive a person by any
means, including those done under the
pretext of domestic or overseas
employment or training or
apprenticeship, for the purpose of
prostitution, pornography, sexual
exploitation, forced labor, slavery,
involuntary servitude or debt bondage;
(b) To introduce or match for money,
profit, or material, economic or other
consideration, any person or, as
provided for under Republic Act No.
6955, any Filipino woman to a foreign
national, for marriage for the purpose of
Duman / Labor I / Prof. Battad / Page 32
 LABOR LAW 1 REVIEWER

acquiring, buying, offering, selling or (c) To advertise, publish, print, broadcast

trading him/her to engage in prostitution,
pornography, sexual exploitation, forced
labor, slavery, involuntary servitude or
debt bondage;
(c) To offer or contract marriage, real or
simulated, for the purpose of acquiring,
buying, offering, selling, or trading them
to engage in prostitution, pornography,
sexual exploitation, forced labor or
slavery, involuntary servitude or debt
bondage;
(d) To undertake or organize tours and
travel plans consisting of tourism
packages or activities for the purpose of
utilizing and offering persons for
prostitution, pornography or sexual
exploitation;
(e) To maintain or hire a person to
engage in prostitution or pornography;
(f) To adopt or facilitate the adoption of
persons for the purpose of prostitution,
pornography, sexual exploitation, forced
labor, slavery, involuntary servitude or
debt bondage;
(g) To recruit, hire, adopt, transport or
abduct a person, by means of threat or
use of force, fraud, deceit, violence,
coercion, or intimidation for the purpose
of removal or sale of organs of said
person; and
or distribute, or cause the
advertisement, publication, printing,
broadcasting or distribution by any
means, including the use of information
technology and the internet, of any
brochure, flyer, or any propaganda
material that promotes trafficking in
persons;
(d) To assist in the conduct of
misrepresentation or fraud for purposes
of facilitating the acquisition of
clearances and necessary exit
documents from government agencies
that are mandated to provide pre-
departure registration and services for
departing persons for the purpose of
promoting trafficking in persons;
(e) To facilitate, assist or help in the exit
and entry of persons from/to the country
at international and local airports,
territorial boundaries and seaports who
are in possession of unissued, tampered
or fraudulent travel documents for the
purpose of promoting trafficking in
persons;
(f) To confiscate, conceal, or destroy the
passport, travel documents, or personal
documents or belongings of trafficked
persons in furtherance of trafficking or to
prevent them from leaving the country or
seeking redress from the government or
appropriate agencies; and

(g) To knowingly benefit from, financial

(h) To recruit, transport or adopt a child
or otherwise, or make use of, the labor
to engage in armed activities in the
or services of a person held to a
Philippines or abroad.
condition of involuntary servitude, forced
labor, or slavery.
Section 5. Acts that Promote Trafficking in
Persons. - The following acts which promote or
Section 6. Qualified Trafficking in Persons. -
facilitate trafficking in persons, shall be unlawful:
The following are considered as qualified
trafficking:
(a) To knowingly lease or sublease, use
or allow to be used any house, building
(a) When the trafficked person is a child;
or establishment for the purpose of
promoting trafficking in persons;
(b) When the adoption is effected
through Republic Act No. 8043,
(b) To produce, print and issue or
otherwise known as the "Inter-Country
distribute unissued, tampered or fake
Adoption Act of 1995" and said adoption
counseling certificates, registration
is for the purpose of prostitution,
stickers and certificates of any
pornography, sexual exploitation, forced
government agency which issues these
labor, slavery, involuntary servitude or
certificates and stickers as proof of
debt bondage;
compliance with government regulatory
and pre-departure requirements for the
purpose of promoting trafficking in (c) When the crime is committed by a
persons; syndicate, or in large scale. Trafficking is
deemed committed by a syndicate if
Duman / Labor I / Prof. Battad / Page 33
 LABOR LAW 1 REVIEWER
carried out by a group of three (3) or
more persons conspiring or
confederating with one another. It is
deemed committed in large scale if
committed against three (3) or more
persons, individually or as a group;
(d) When the offender is an ascendant,
parent, sibling, guardian or a person
who exercises authority over the
trafficked person or when the offense is
committed by a public officer or
employee;
(e) When the trafficked person is
recruited to engage in prostitution with
any member of the military or law
enforcement agencies;
(f) When the offender is a member of the
military or law enforcement agencies;
and
(g) When by reason or on occasion of
the act of trafficking in persons, the
offended party dies, becomes insane,
suffers mutilation or is afflicted with
Human Immunodeficiency Virus (HIV) or
the Acquired Immune Deficiency
Syndrome (AIDS).
Section 6. Confidentiality. - At any stage of the
investigation, prosecution and trial of an offense
under this Act, law enforcement officers,
prosecutors, judges, court personnel and
medical practitioners, as well as parties to the
case, shall recognize the right to privacy of the
trafficked person and the accused. Towards this
end, law enforcement officers, prosecutors and
judges to whom the complaint has been referred
may, whenever necessary to ensure a fair and
impartial proceeding, and after considering all
circumstances for the best interest of the parties,
order a closed-door investigation, prosecution or
trial. The name and personal circumstances of
the trafficked person or of the accused, or any
other information tending to establish their
identities and such circumstances or information
shall not be disclosed to the public.
In cases when prosecution or trial is conducted
behind closed-doors, it shall be unlawful for any
editor, publisher, and reporter or columnist in
case of printed materials, announcer or producer
in case of television and radio, producer and
director of a film in case of the movie industry, or
any person utilizing tri-media facilities or
information technology to cause publicity of any
case of trafficking in persons.
Section 8. Prosecution of Cases. - Any person
who has personal knowledge of the commission
of any offense under this Act, the trafficked
person, the parents, spouse, siblings, children or
legal guardian may file a complaint for
trafficking.
Section 9. Venue. - A criminal action arising
from violation of this Act shall be filed where the
offense was committed, or where any of its
elements occurred, or where the trafficked
person actually resides at the time of the
commission of the offense: Provided, That the
court where the criminal action is first filed shall
acquire jurisdiction to the exclusion of other
courts.
Section 10. Penalties and Sanctions. - The
following penalties and sanctions are hereby
established for the offenses enumerated in this
Act:
(a) Any person found guilty of
committing any of the acts enumerated
in Section 4 shall suffer the penalty of
imprisonment of twenty (20) years and a
fine of not less than One million pesos
(P1,000,000.00) but not more than Two
million pesos (P2,000,000.00);
(b) Any person found guilty of
committing any of the acts enumerated
in Section 5 shall suffer the penalty of
imprisonment of fifteen (15) years and a
fine of not less than Five hundred
thousand pesos (P500,000.00) but not
more than One million pesos
(P1,000,000.00);
(c) Any person found guilty of qualified
trafficking under Section 6 shall suffer
the penalty of life imprisonment and a
fine of not less than Two million pesos
(P2,000,000.00) but not more than Five
million pesos (P5,000,000.00);
(d) Any person who violates Section 7
hereof shall suffer the penalty of
imprisonment of six (6) years and a fine
of not less than Five hundred thousand
pesos (P500,000.00) but not more than
One million pesos (P1,000,000.00);
(e) If the offender is a corporation,
partnership, association, club,
establishment or any juridical person,
the penalty shall be imposed upon the
owner, president, partner, manager,
and/or any responsible officer who
participated in the commission of the
crime or who shall have knowingly
Duman / Labor I / Prof. Battad / Page 34
 LABOR LAW 1 REVIEWER
permitted or failed to prevent its
commission;
(f) The registration with the Securities
and Exchange Commission (SEC) and
license to operate of the erring agency,
corporation, association, religious group,
tour or travel agent, club or
establishment, or any place of
entertainment shall be cancelled and
revoked permanently. The owner,
president, partner or manager thereof
shall not be allowed to operate similar
establishments in a different name;
(g) If the offender is a foreigner, he shall
be immediately deported after serving
his sentence and be barred permanently
from entering the country;
(h) Any employee or official of
government agencies who shall issue or
approve the issuance of travel exit
clearances, passports, registration
certificates, counseling certificates,
marriage license, and other similar
documents to persons, whether juridical
or natural, recruitment agencies,
establishments or other individuals or
groups, who fail to observe the
prescribed procedures and the
requirement as provided for by laws,
rules and regulations, shall be held
administratively liable, without prejudice
to criminal liability under this Act. The
concerned government official or
employee shall, upon conviction, be
dismissed from the service and be
barred permanently to hold public office.
His/her retirement and other benefits
shall likewise be forfeited; and
(i) Conviction by final judgment of the
adopter for any offense under this Act
shall result in the immediate rescission
of the decree of adoption.
Section 11. Use of Trafficked Persons. - Any
person who buys or engages the services of
trafficked persons for prostitution shall be
penalized as follows:
(a) First offense - six (6) months of
community service as may be
determined by the court and a fine of
Fifty thousand pesos (P50,000.00); and
(b) Second and subsequent offenses -
imprisonment of one (1) year and a fine
of One hundred thousand pesos
(P100,000.00).
Section 12. Prescriptive Period. - Trafficking
cases under this Act shall prescribe in ten (10)
years: Provided, however, That trafficking cases
committed by a syndicate or in a large scale as
defined under Section 6 shall prescribe in twenty
(20) years.
The prescriptive period shall commence to run
from the day on which the trafficked person is
delivered or released from the conditions of
bondage and shall be interrupted by the filing of
the complaint or information and shall
commence to run again when such proceedings
terminate without the accused being convicted
or acquitted or are unjustifiably stopped for any
reason not imputable to the accused.
Section 13. Exemption from Filing Fees. - When
the trafficked person institutes a separate civil
action for the recovery of civil damages, he/she
shall be exempt from the payment of filing fees.
Section 14. Confiscation and Forfeiture of the
Proceeds and Instruments Derived from
Trafficking in Persons. - In addition to the
penalty imposed for the violation of this Act, the
court shall order the confiscation and forfeiture,
in favor of the government, of all the proceeds
and properties derived from the commission of
the crime, unless they are the property of a third
person not liable for the unlawful act; Provided,
however, That all awards for damages shall be
taken from the personal and separate properties
of the offender; Provided, further, That if such
properties are insufficient, the balance shall be
taken from the confiscated and forfeited
properties.
When the proceeds, properties and instruments
of the offense have been destroyed, diminished
in value or otherwise rendered worthless by any
act or omission, directly or indirectly, of the
offender, or it has been concealed, removed,
converted or transferred to prevent the same
from being found or to avoid forfeiture or
confiscation, the offender shall be ordered to
pay the amount equal to the value of the
proceeds, property or instruments of the offense.
Section 15. Trust Fund. - All fines imposed
under this Act and the proceeds and properties
forfeited and confiscated pursuant to Section 14
hereof shall accrue to a Trust Fund to be
administered and managed by the Council to be
used exclusively for programs that will prevent
acts of trafficking and protect, rehabilitate,
reintegrate trafficked persons into the
mainstream of society. Such programs shall
include, but not limited to, the following:
Duman / Labor I / Prof. Battad / Page 35
 LABOR LAW 1 REVIEWER
(a) Provision for mandatory services set
forth in Section 23 of this Act;
(b) Sponsorship of a national research
program on trafficking and
establishment of a data collection
system for monitoring and evaluation
purposes;
(c) Provision of necessary technical and
material support services to appropriate
government agencies and non-
government organizations (NGOs);
(d) Sponsorship of conferences and
seminars to provide venue for
consensus building amongst the public,
the academe, government, NGOs and
international organizations; and
(e) Promotion of information and
education campaign on trafficking.
Section 16. Programs that Address Trafficking
in Persons. - The government shall establish
and implement preventive, protective and
rehabilitative programs for trafficked persons.
For this purpose, the following agencies are
hereby mandated to implement the following
programs;
(a) Department of Foreign Affairs (DFA)
- shall make available its resources and
facilities overseas for trafficked persons
regardless of their manner of entry to
the receiving country, and explore
means to further enhance its assistance
in eliminating trafficking activities
through closer networking with
government agencies in the country and
overseas, particularly in the formulation
of policies and implementation of
relevant programs.
The DFA shall take necessary measures
for the efficient implementation of the
Machine Readable Passports to protect
the integrity of Philippine passports,
visas and other travel documents to
reduce the incidence of trafficking
through the use of fraudulent
identification documents.
It shall establish and implement a pre-
marriage, on-site and pre-departure
counseling program on intermarriages.
(b) Department of Social Welfare and
Development (DSWD) - shall implement
rehabilitative and protective programs
for trafficked persons. It shall provide
counseling and temporary shelter to
trafficked persons and develop a system
for accreditation among NGOs for
purposes of establishing centers and
programs for intervention in various
levels of the community.
(c) Department of Labor and
Employment (DOLE) - shall ensure the
strict implementation and compliance
with the rules and guidelines relative to
the employment of persons locally and
overseas. It shall likewise monitor,
document and report cases of trafficking
in persons involving employers and
labor recruiters.
(d) Department of Justice (DOJ) - shall
ensure the prosecution of persons
accused of trafficking and designate and
train special prosecutors who shall
handle and prosecute cases of
trafficking. It shall also establish a
mechanism for free legal assistance for
trafficked persons, in coordination with
the DSWD, Integrated Bar of the
Philippines (IBP) and other NGOs and
volunteer groups.
(e) National Commission on the Role of
Filipino Women (NCRFW) - shall
actively participate and coordinate in the
formulation and monitoring of policies
addressing the issue of trafficking in
persons in coordination with relevant
government agencies. It shall likewise
advocate for the inclusion of the issue of
trafficking in persons in both its local and
international advocacy for women's
issues.
(f) Bureau of Immigration (BI) - shall
strictly administer and enforce
immigration and alien administration
laws. It shall adopt measures for the
apprehension of suspected traffickers
both at the place of arrival and
departure and shall ensure compliance
by the Filipino fiancs/fiances and
spouses of foreign nationals with the
guidance and counseling requirement
as provided for in this Act.
(g) Philippine National Police (PNP) -
shall be the primary law enforcement
agency to undertake surveillance,
investigation and arrest of individuals or
persons suspected to be engaged in
trafficking. It shall closely coordinate
with various law enforcement agencies
to secure concerted efforts for effective
investigation and apprehension of
Duman / Labor I / Prof. Battad / Page 36
 LABOR LAW 1 REVIEWER
suspected traffickers. It shall also
establish a system to receive complaints
and calls to assist trafficked persons and
conduct rescue operations.
(h) Philippine Overseas Employment
Administration (POEA) - shall implement
an effective pre-employment orientation
seminars and pre-departure counseling
programs to applicants for overseas
employment. It shall likewise formulate a
system of providing free legal
assistance to trafficked persons.
(i) Department of the Interior and Local
Government (DILG) - shall institute a
systematic information and prevention
campaign and likewise maintain a
databank for the effective monitoring,
documentation and prosecution of cases
on trafficking in persons.
(j) Local government units (LGUs) - shall
monitor and document cases of
trafficking in persons in their areas of
jurisdiction, effect the cancellation of
licenses of establishments which violate
the provisions of this Act and ensure
effective prosecution of such cases.
They shall also undertake an
information campaign against trafficking
in persons through the establishment of
the Migrants Advisory and Information
Network (MAIN) desks in municipalities
or provinces in coordination with DILG,
Philippine Information Agency (PIA),
Commission on Filipinos Overseas
(CFO), NGOs and other concerned
agencies. They shall encourage and
support community based initiatives
which address the trafficking in persons.
In implementing this Act, the agencies
concerned may seek and enlist the
assistance of NGOs, people's
organizations (Pos), civic organizations
and other volunteer groups.
Section 17. Legal Protection to Trafficked
Persons. - Trafficked persons shall be
recognized as victims of the act or acts of
trafficking and as such shall not be penalized for
crimes directly related to the acts of trafficking
enumerated in this Act or in obedience to the
order made by the trafficker in relation thereto.
In this regard, the consent of a trafficked person
to the intended exploitation set forth in this Act
shall be irrelevant.
Section 18. Preferential Entitlement Under the
Witness Protection Program. - Any provision of
Republic Act No. 6981 to the contrary
notwithstanding, any trafficked person shall be
entitled to the witness protection program
provided therein.
Section 19. Trafficked Persons Who are
Foreign Nationals. - Subject to the guidelines
issued by the Council, trafficked persons in the
Philippines who are nationals of a foreign
country shall also be entitled to appropriate
protection, assistance and services available to
trafficked persons under this Act: Provided, That
they shall be permitted continued presence in
the Philippines for a length of time prescribed by
the Council as necessary to effect the
prosecution of offenders.
Section 20. Inter-Agency Council Against
Trafficking. - There is hereby established an
Inter-Agency Council Against Trafficking, to be
composed of the Secretary of the Department of
Justice as Chairperson and the Secretary of the
Department of Social Welfare and Development
as Co-Chairperson and shall have the following
as members:
(a) Secretary, Department of Foreign
Affairs;
(b) Secretary, Department of Labor and
Employment;
(c) Administrator, Philippine Overseas
Employment Administration;
(d) Commissioner, Bureau of
Immigration;
(e) Director-General, Philippine National
Police;
(f) Chairperson, National Commission
on the Role of Filipino Women; and
(g) Three (3) representatives from
NGOs, who shall be composed of one
(1) representative each from among the
sectors representing women, overseas
Filipino workers (OFWs) and children,
with a proven record of involvement in
the prevention and suppression of
trafficking in persons. These
representatives shall be nominated by
the government agency representatives
of the Council, for appointment by the
President for a term of three (3) years.
The members of the Council may
designate their permanent
representatives who shall have a rank
Duman / Labor I / Prof. Battad / Page 37
 LABOR LAW 1 REVIEWER
not lower than an assistant secretary or
its equivalent to meetings, and shall
receive emoluments as may be
determined by the Council in
accordance with existing budget and
accounting, rules and regulations.
Section 21. Functions of the Council. - The
Council shall have the following powers and
functions:
(a) Formulate a comprehensive and
integrated program to prevent and
suppress the trafficking in persons;
(b) Promulgate rules and regulations as
may be necessary for the effective
implementation of this Act;
(c) Monitor and oversee the strict
implementation of this Act;
(d) Coordinate the programs and
projects of the various member
agencies to effectively address the
issues and problems attendant to
trafficking in persons;
(e) Coordinate the conduct of massive
information dissemination and campaign
on the existence of the law and the
various issues and problems attendant
to trafficking through the LGUs,
concerned agencies, and NGOs;
(f) Direct other agencies to immediately
respond to the problems brought to their
attention and report to the Council on
action taken;
(g) Assist in filing of cases against
individuals, agencies, institutions or
establishments that violate the
provisions of this Act;
(h) Formulate a program for the
reintegration of trafficked persons in
cooperation with DOLE, DSWD,
Technical Education and Skills
Development Authority (TESDA),
Commission on Higher Education
(CHED), LGUs and NGOs;
(i) Secure from any department, bureau,
office, agency, or instrumentality of the
government or from NGOs and other
civic organizations such assistance as
may be needed to effectively implement
this Act;
(j) Complement the shared government
information system for migration
established under Republic Act No.
8042, otherwise known as the "Migrant
Workers and Overseas Filipinos Act of
1995" with data on cases of trafficking in
persons, and ensure that the proper
agencies conduct a continuing research
and study on the patterns and scheme
of trafficking in persons which shall form
the basis for policy formulation and
program direction;
(k) Develop the mechanism to ensure
the timely, coordinated, and effective
response to cases of trafficking in
persons;
(l) Recommend measures to enhance
cooperative efforts and mutual
assistance among foreign countries
through bilateral and/or multilateral
arrangements to prevent and suppress
international trafficking in persons;
(m) Coordinate with the Department of
Transportation and Communications
(DOTC), Department of Trade and
Industry (DTI), and other NGOs in
monitoring the promotion of
advertisement of trafficking in the
internet;
(n) Adopt measures and policies to
protect the rights and needs of trafficked
persons who are foreign nationals in the
Philippines;
(o) Initiate training programs in
identifying and providing the necessary
intervention or assistance to trafficked
persons; and
(p) Exercise all the powers and perform
such other functions necessary to attain
the purposes and objectives of this Act.
Section 22. Secretariat to the Council. - The
Department of Justice shall establish the
necessary Secretariat for the Council.
Section 23. Mandatory Services to Trafficked
Persons. - To ensure recovery, rehabilitation and
reintegration into the mainstream of society,
concerned government agencies shall make
available the following services to trafficked
persons:
(a) Emergency shelter or appropriate
housing;
Duman / Labor I / Prof. Battad / Page 38
 LABOR LAW 1 REVIEWER
(b) Counseling;
(c) Free legal services which shall
include information about the victims'
rights and the procedure for filing
complaints, claiming compensation and
such other legal remedies available to
them, in a language understood by the
trafficked person;
(d) Medical or psychological services;
(e) Livelihood and skills training; and
(f) Educational assistance to a trafficked
child.
Sustained supervision and follow through
mechanism that will track the progress of
recovery, rehabilitation and reintegration of the
trafficked persons shall be adopted and carried
out.
Section 24. Other Services for Trafficked
Persons. -
(a) Legal Assistance. - Trafficked
persons shall be considered under the
category "Overseas Filipino in Distress"
and may avail of the legal assistance
created by Republic Act No. 8042,
subject to the guidelines as provided by
law.
(b) Overseas Filipino Resource Centers.
- The services available to overseas
Filipinos as provided for by Republic Act
No. 8042 shall also be extended to
trafficked persons regardless of their
immigration status in the host country.
(c) The Country Team Approach. - The
country team approach under Executive
Order No. 74 of 1993, shall be the
operational scheme under which
Philippine embassies abroad shall
provide protection to trafficked persons
insofar as the promotion of their welfare,
dignity and fundamental rights are
concerned.
Section 25. Repatriation of Trafficked Persons. -
The DFA, in coordination with DOLE and other
appropriate agencies, shall have the primary
responsibility for the repatriation of trafficked
persons, regardless of whether they are
documented or undocumented.
If, however, the repatriation of the trafficked
persons shall expose the victims to greater risks,
the DFA shall make representation with the host
government for the extension of appropriate
residency permits and protection, as may be
legally permissible in the host country.
Section 26. Extradition. - The DOJ, in
consultation with DFA, shall endeavor to include
offenses of trafficking in persons among
extraditable offenses.
Section 27. Reporting Requirements. - The
Council shall submit to the President of the
Philippines and to Congress an annual report of
the policies, programs and activities relative to
the implementation of this Act.
Section 28. Funding. - The heads of the
departments and agencies concerned shall
immediately include in their programs and issue
such rules and regulations to implement the
provisions of this Act, the funding of which shall
be included in the annual General
Appropriations Act.
Section 29. Implementing Rules and
Regulations. - The Council shall promulgate the
necessary implementing rules and regulations
within sixty (60) days from the effectivity of this
Act.
Section 30. Non-restriction of Freedom of
Speech and of Association, Religion and the
Right to Travel. - Nothing in this Act shall be
interpreted as a restriction of the freedom of
speech and of association, religion and the right
to travel for purposes not contrary to law as
guaranteed by the Constitution.
Section 31. Separability Clause. - If, for any
reason, any section or provision of this Act is
held unconstitutional or invalid, the other
sections or provisions hereof shall not be
affected thereby.
Section 32. Repealing clause. - All laws,
presidential decrees, executive orders and rules
and regulations, or parts thereof, inconsistent
with the provisions of this Act are hereby
repealed or modified accordingly: Provided, That
this Act shall not in any way amend or repeal the
provision of Republic Act No. 7610, otherwise
known as the "Special Protection of Children
Against Child Abuse, Exploitation and
Discrimination Act".
Section 33. Effectivity. - This Act shall take
effect fifteen (15) days from the date of its
complete publication in at least two (2)
newspapers of general circulation.
Duman / Labor I / Prof. Battad / Page 39
 LABOR LAW 1 REVIEWER

RULES AND REGULATIONS (v) Convention on the Protection of

IMPLEMENTING REPUBLIC ACT NO. Migrant Workers and Members of
9208, OTHERWISE KNOWN AS THE their Families;
ANTI-TRAFFICKING IN PERSONS ACT (vi) Convention Against Transnational
OrganizedCrimes including its
OF 2003
Protocol to Prevent,Suppress and
Pursuant to the authority of the Inter-Agency
Punish Trafficking in Persons,
Council Against Trafficking (IACAT) under
Especially Women and Children;
Section 29 of Republic Act No. 9208 otherwise
(vii) ILO Convention No. 182
known as the Anti-Trafficking in Persons Act of
(Convention Concerning the
2003, the following
Prohibition and Immediate Action for
rules and regulations are hereby promulgated to
the Elimination of the Worst Forms
implement the provisions of said Act:
of Child Labor); and
(viii) All other relevant and universally
Article I
accepted human rights instruments
GENERAL PROVISIONS
and other international conventions
Sec. 1. Title. These rules and regulations shall
to which the Philippines is a State
be known and cited as The Rules and
Party. In all actions concerning
Regulations Implementing the Anti-Trafficking in
children, their best interests shall be
Persons Act of 2003.
the paramount consideration.
Sec. 2. Purpose. These rules and regulations
Sec. 4. Construction. These rules and
are hereby promulgated to institute policies,
regulations shall be liberally construed in favor
establish the institutional mechanism for the
of the trafficked persons to promote their human
support and protection of trafficked persons and
dignity; ensure their recovery, rehabilitation and
prescribe the procedures and guidelines for the
reintegration into the mainstream of society;
implementation of Republic Act No. 9208 in
eliminate trafficking in persons; and achieve the
order to facilitate compliance therewith and
objectives of the Act.
achieve the objectives thereof.

Sec. 3. Declaration of State Policy. The State

Article II
values the dignity of every human person and
DEFINITION OF TERMS
guarantees the respect for individual rights.
Sec. 5. Definition of Terms. As used in these
Towards this end, the State shall give the
rules and regulations, unless the context
highest priority to the enactment of measures
otherwise requires, the following terms shall be
and development of programs that will promote
understood to mean:
human dignity, protect the people from any
threat of violence and exploitation, eliminate
(a) Act refers to Republic Act No. 9208,
trafficking in persons, and mitigate pressures for
otherwise
involuntary migration and servitude of persons,
known as the Anti-Trafficking in Persons Act of
not only to support trafficked persons but more
2003;
importantly, to ensure
their recovery, rehabilitation and reintegration
(b) Council refers to the Inter-Agency Council
into the mainstream of society.
Against Trafficking (IACAT) created under
Section 20 of the Act;
The State also recognizes the equal rights and
inherent human dignity of women and men, as
(c) Trafficking in Persons refers to the
well as the rights of children, as enshrined and
recruitment, transportation, transfer or harboring,
guaranteed in the following international
or receipt of persons, with or without the victims
instruments:
consent or knowledge, within or across national
(i) Universal Declaration on Human
borders by means of threat or use of force, or
Rights;
other forms of coercion, abduction, fraud,
(ii) Convention for the Suppression of
deception, abuse of power or of position, taking
the Traffic in Persons and
advantage of the vulnerability of the person, or,
Exploitation of the Prostitution of
the giving or receiving of payments or benefits to
Others;
achieve the consent of a person having control
(iii) Convention on the Elimination of All
over another person for the purpose of
Forms of Discrimination Against
exploitation which includes at a minimum, the
Women;
exploitation or the prostitution of others or other
(iv) Convention on the Rights of the
forms of sexual exploitation, forced labor or
Child and itsOptional Protocols;
services, slavery, servitude or the removal or
sale of organs.

Duman / Labor I / Prof. Battad / Page 40

 LABOR LAW 1 REVIEWER
The recruitment, transportation, transfer,
harboring or receipt of a child for the purpose of
exploitation
shall also be considered as trafficking in
persons even if it does not involve any of the
means set forth in the preceding paragraph.
(d) Child refers to a person below eighteen
(18) years of age or one who is over eighteen
(18) but is unable to fully take care of or protect
himself/herself from abuse, neglect, cruelty,
exploitation, or discrimination because of a
physical or mental disability or condition;
(e) Prostitution refers to any act, transaction,
scheme or design involving the use of a person
by another, for sexual intercourse or lascivious
conduct in exchange for money, profit or any
other consideration;
(f) Forced Labor and Slavery refer to the
extraction of work or services from any person
by means of enticement, violence, intimidation
or threat, use of force or coercion, including
deprivation of freedom, abuse of authority or
moral ascendancy, debt-bondage or deception;
(g) Sex Tourism refers to a program
organized by travel and tourism-related
establishments and individuals which consists
of tourism packages or activities, utilizing and
offering escort and sexual services as
enticement for tourists. This includes sexual
services and practices offered during rest and
recreation periods for members of the military;
(h) Sexual Exploitation refers to participation
by a person in prostitution or the production of
pornographic
materials as a result of being subjected to a
threat, deception, coercion, abduction, force,
abuse of authority, debt bondage, fraud or
through abuse of a victims vulnerability;
(i) Debt Bondage refers to the pledging by the
debtor of his/her personal services or labor or
those of a person under his/her control as
security or payment for a debt, when the length
and nature of services is not clearly defined or
when the value of the services as reasonably
assessed is not applied toward the liquidation of
the debt;
(j) Pornography refers to any representation,
through publication, exhibition, cinematography,
indecent
shows, information technology, or by whatever
means, of a person engaged in real or simulated
explicit sexual activities or any representation of
the sexual parts of a person primarily for sexual
purposes; and
(k) Involuntary Servitude refers to a condition
of enforced, compulsory service induced by
means of any scheme, plan or pattern, intended
to cause a person to believe that, if the person
did not enter into or continue in such condition,
that person or another person would suffer
serious harm or other forms of abuse or physical
restraint, or the abuse or threatened abuse of
the legal process.
Article III
THE INTER-AGENCY COUNCIL
AGAINST TRAFFICKING (IACAT)
Sec. 6. Creation. The Inter-Agency Council
Against Trafficking (IACAT) shall be established
which shall be primarily tasked to coordinate,
monitor and oversee the implementation of the
Act.
Sec. 7. Composition. The Council shall be
composed of the following:
(a) Secretary, Department of Justice (DOJ) as
Chairperson;
(b) Secretary, Department of Social Welfare and
Development (DSWD) as Co-Chairperson;
(c) Secretary, Department of Foreign Affairs
(DFA) as Member;
(d) Secretary, Department of Labor and
Employment
(DOLE) as Member;
(e) Administrator, Philippine Overseas
Employment
Administration (POEA) as Member;
(f) Commissioner, Bureau of Immigration (BI) as
Member;
(g) Director-General, Philippine National Police
(PNP) as Member;
(h) Chairperson, National Commission on the
Role of Filipino Women (NCRFW) as Member;
(i) One (1) representative from an NGO
representingthe women sector as Member;
(j) One (1) representative from an NGO
representing he Overseas Filipino Workers
(OFWs) sector as Member; and
(k) One (1) representative from an NGO
representing he children sector as Member.
The members of the Council may designate their
permanent representatives who shall have a
rank not lower than an Assistant Secretary or its
equivalent to attend the meetings of the Council.
Sec. 8. Qualifications, Selection and
Appointment of NGO and its
Representatives. The NGOs, with national and
international networks, and its representatives to
the Council must have a proven track record of
involvement in the prevention and suppression
of trafficking in persons. They shall be
nominated by any
Duman / Labor I / Prof. Battad / Page 41
 LABOR LAW 1 REVIEWER
of the government agency representatives of the
Council and shall be selected by majority vote
thereof and endorsed to the President. They
shall be appointed by the President for a term of
three (3) years.
Sec. 9. Functions of the Council. The Council
shall have the following powers and functions:
(a) Formulate a comprehensive and integrated
program to prevent and suppress the trafficking
in persons;
(b) Promulgate rules and regulations as may be
necessary for the effective implementation of the
Act;
(c) Monitor and oversee the strict
implementation of the Act;
(d) Coordinate the programs and projects of the
various member agencies to effectively address
the issues and problems attendant to trafficking
in persons;
(e) Coordinate the conduct of massive
information dissemination and campaign on the
existence of the law and the various issues and
problems attendant to trafficking through the
local government units (LGUs), concerned
agencies, and NGOs;
(f) Direct other agencies to immediately respond
to the problems brought to their attention and
report to the Council on action taken;
(g) Assist in filing of cases against individuals,
agencies, institutions or establishments that
violate the
provisions of the Act;
(h) Formulate a program for the reintegration of
trafficked persons in cooperation with DOLE,
DSWD, Technical Education and Skills
Development Authority (TESDA), Commission
on Higher Education (CHED), LGUs and NGOs;
(i) Secure from any department, bureau, office,
agency, or instrumentality of the government or
from NGOs
and other civic organizations such assistance as
may be needed to effectively implement the Act;
(j) Complement the shared government
information system for migration established
under Republic Act No. 8042, otherwise known
as the Migrant Workers and Overseas Filipinos
Act of 1995 with data on cases of trafficking in
persons, and ensure that the proper agencies
conduct a continuing research and study on the
patterns and scheme of trafficking in persons
which shall form the basis for policy formulation
and program direction;
(k) Develop the mechanism to ensure the timely
coordinated and effective response to cases of
trafficking in
persons;
(l) Recommend measures to enhance
cooperative efforts and mutual assistance
among foreign countries through bilateral and/or
multilateral arrangements to prevent and
suppress international trafficking in persons;
(m) Coordinate with the Department of
Transportation and Communications (DOTC),
Department of Trade and Industry (DTI), and
other NGOs in monitoring the promotion of
advertisement of trafficking in the Internet;
(n) Adopt measures and policies to protect the
rights and needs of trafficked persons who are
foreign nationals in the Philippines;
(o) Initiate training programs in identifying and
roviding the necessary intervention or
assistance to trafficked
persons; and
(p) Exercise all the powers and perform such
other functions necessary to attain the purposes
and objectives of the Act.
Sec. 10. Reportorial Function. Within sixty (60)
days after the closing of each calendar year, the
Council shall submit to the Office of the
President a comprehensive report on the actions
and programs
taken by the Council relative to and concerning
the implementation of the Act.
Sec. 11. Meetings of the Council. The Council
shall meet regularly at least once a month.
Special meetings may be called by the Chair as
the need arises. Majority of the members of the
Council
shall constitute a quorum to transact business.
Sec. 12. Honoraria or Emoluments. The
Members of the Council or their designated
permanent representatives shall receive
honoraria or emoluments as may be determined
by the Council in
accordance with existing budget and accounting
rules and regulations.
Sec. 13. Implementation of the Law at Sub-
National and Local Levels. The Council shall,
as far as practicable, develop mechanisms to
ensure the implementation of the law and these
rules and regulations at the sub-national and
local levels
Article IV
SECRETARIAT
SEC. 14. Organization. The Department of
Justice shall establish a Secretariat to assist the
Council in the performance of its functions. The
Secretary of Justice shall determine the
organizational structure and staffing pattern of
the Secretariat.
Sec. 15. Functions. The Secretariat shall have
the following functions:
(a) Coordinate and monitor, under the direction
of the Council, the implementation of the policies
and guidelines promulgated by the Council;
(b) Establish, maintain and manage a central
database on trafficking in persons;
Duman / Labor I / Prof. Battad / Page 42
 LABOR LAW 1 REVIEWER
(c) Provide secretariat, records keeping and
other services to the Council; and
(d) Perform such other functions as may be
directed by the Council.
Article V
ROLES AND RESPONSIBILITIES
Sec. 16. Common Roles and Responsibilities
of Council Member Agencies. All member
government agencies of the Council shall have
the following common roles and responsibilities:
(a) Develop policies and programs supportive of
and consistent with the objectives of the Act;
(b) Enhance the capability of its officers and
personnel involved in trafficking issues and
concerns through appropriate training and staff
support programs;
(c) Undertake information, education and
advocacy campaigns against trafficking in
persons;
(d) Maintain a databank on trafficking in persons
to be shared among relevant agencies and
complement the central databank to be
established by the Council; and
(e) Document good practices as bases for policy
formulation and program development.
Sec. 17. Specific Roles and Responsibilities
of National Government Agencies which are
Members of the Council. The following national
government agencies, which are member
agencies of the Council, shall have, but not
limited to, the following roles and responsibilities
in the prevention and suppression of trafficking
in persons:
(a) Department of Justice (DOJ)
(i) Ensure the prosecution of persons for
violations of the Act;
(ii) Designate and train special prosecutors who
shall investigate and prosecute cases of
trafficking;
(iii) Establish a mechanism for free legal
assistance for trafficked persons, in coordination
with the DSWD, Commission on Human Rights
(CHR), Integrated Bar of the Philippines (IBP)
and other NGOs and volunteer groups;
(iv) Provide, witness protection to trafficked
victims and their witnesses;
(v) Conduct training and continuing education
program on investigation and prosecution for
trafficking in
persons and other related offenses for
prosecutors and law enforcement officers;
(vi) Receive, evaluate, process and investigate
claims for compensation by trafficked victims,
when applicable, pursuant to Republic Act No.
7309 (Victims Compensation
Act);
(vii) Review and recommend policies and
measures to enhance protection against
trafficking in persons;
(viii) Recommend the negotiation of mutual legal
assistance and extradition treaties with other
countries in
coordination with the DFA; and
(ix) Coordinate with and/or provide assistance to
the Anti-Money Laundering Council (AMLC) on
cases of
trafficking in persons with possible money
laundering underpinnings.
(b) Department of Social Welfare and
Development (DSWD)
(i) Provide psycho-social counseling, temporary
shelter and other support services to
victims/survivors of
trafficking and their families;
(ii) Make available skills training and livelihood
services to victims/survivors of trafficking;
(iii) Develop program and other support
interventions to facilitate the recovery and
reintegration of
trafficked victims into their families and
communities;
(iv) Provide social welfare services to Filipino
victims of trafficking in other countries through
the DSWD
Social Welfare Attach and social workers
posted in foreign countries, which may include
but not limited to stress management,
repatriation and other appropriate psychosocial
interventions for their protection and welfare;
(v) Conduct technical assistance and capability
building activities for social welfare
officers/social workers
of LGUs and NGOs;
(vi) Accredit NGOs that provide programs and
services to ensure that they meet the standards
set by the
Department; and
(vii) Provide temporary shelter and psycho-
social services to foreign nationals who are
victims of trafficking
in persons as confirmed by the Bureau of
Immigration.
(c) Department of Foreign Affairs (DFA)
(i) Make available its resources and facilities
overseas and to provide services for trafficked
persons
regardless of the manner of their entry to the
receiving country;
(ii) Explore means to further enhance its
assistance in eliminating trafficking activities
through closer
networking with government agencies in the
country and overseas, particularly in the
formulation of policies and implementation of
relevant programs;
Duman / Labor I / Prof. Battad / Page 43
 LABOR LAW 1 REVIEWER
(iii) Actively participate in bilateral, regional and
international initiatives and cooperative
arrangements
aimed at suppressing trafficking in persons and
protecting and assisting victims of trafficking to
include monitoring of inter-country adoption
cases.
(iv) Take necessary measures for the efficient
implementation of the Machine Readable
Passports and
Visas to protect the integrity of Philippine
passports, visas, and other travel documents to
reduce the incidence of trafficking in persons
through the use of fraudulent identification
documents;
(v) Establish and implement pre-marriage, on-
site and pre-departure counseling program on
inter-marriages.
For this purpose, the DFA shall promulgate the
necessary guidelines to implement the said
program; and
(vi) Integrate into the pre-departure orientation
seminars for foreign service personnel a training
module on
trafficking in persons.
(d) Department of Labor and Employment
(DOLE)
(i) Ensure the strict implementation of and
compliance with rules and guidelines relative to
the
employment of persons locally and overseas;
and
(ii) Monitor, document and report cases of
trafficking in persons involving employers and
labor
recruiters;
(iii) Make available existing resources such as
employment and livelihood programs as part of
the
governments measure to suppress trafficking in
persons; and
(iv) Conduct public awareness programs and
activities to prevent victimization.
(e) Philippine Overseas Employment
Administration (POEA)
(i) Implement an effective pre-employment
orientation seminar and pre-departure
counseling program
to applicants for overseas employment;
(ii) Formulate a system providing free legal
assistance to trafficked persons which shall
include the
following:
(a) Provision of legal assistance to victims of
trafficking in persons by means of, or in the
guise of,
recruitment for overseas employment, as
defined in Section 6 of R.A. No. 8042, such as
free legal advice, assistance in the preparation
and filing of administrative and criminal actions
for trafficking as defined in the Act, without
prejudice to the filing of administrative and/or
criminal actions for illegal recruitment, as
defined in R.A.No. 8042, when proper;
(b) Assistance in the prosecution of persons who
engage in, promote and facilitate trafficking in
persons
by means of, or in the guise of, recruitment for
overseas employment, as defined in Section 6 of
R.A. 8042;
In this connection, the POEA shall likewise
adopt a policy of confidentiality in all cases
referred to it involving
possible violations of the Act.
(iii) Adopt policies and procedures, prepare and
implement programs geared towards the
eradication of
trafficking in persons as well as acts that
promote trafficking in persons such as, but not
limited to, the following:
(a) Comprehensive and Integrated Education
Program on overseas employment which shall
be undertaken in partnership with other relevant
organizations and government entities. Such
education program shall cover all stages of
recruitment and employment and shall provide
information useful for overseas workers
including a module on anti-trafficking program
and measures;
(b) Nationwide multi-media and sustainable
grassroots information campaign to create
publicawareness on the realities of overseas
employment and dangers of becoming victims of
illegal trafficking activities;
(c) Conduct special operations, complementary
to the power of the PNP, on persons and entities
engaged
in recruitment for overseas employment reported
to be violating the provisions of the Act for the
purpose of
effecting closure of said establishments
pursuant to the provisions of R.A. No. 8042; and
(d) Database of cases involving, and
personalities involved in, trafficking persons
separate and distinct from its illegal Recruitment
cases for monitoring purposes;
(iv) In cases of repatriation involving workers
recruited and deployed by licensed agencies,
the POEA shall
notify the agency concerned to provide a plane
ticket or Prepaid Travel Advice (PTA) and shall
impose sanctions on said agencies for failure to
Duman / Labor I / Prof. Battad / Page 44
 LABOR LAW 1 REVIEWER
cooperate in providing welfare assistance to
OFWs they have deployed; and
(v) Continue to regulate private sector
participation in the recruitment and overseas
placement of
workers through its licensing and registration
system pursuant to its rules and regulation on
overseas
employment. It shall formulate and implement, in
coordination with appropriate entities concerned,
when
necessary, a system of promoting and
monitoring the overseas employment of Filipino
workers, taking into
consideration their welfare and protection from
the dangers and risks inherent in overseas
employment, including illegal trafficking.
(f) Bureau of Immigration (BI)
(i) Strictly administer and enforce immigration
and alien registration laws;
(ii) Adopt measures for the apprehension of
suspected traffickers both at the place of arrival
and
departure;
(iii) Ensure compliance by the Filipino fiancs/
fiances and spouses of foreign nationals with
the predeparture and counseling program
requirement of the Act;
(iv) Strictly implement the requirement for a
parental travel authority duly processed by the
DSWD for
minors traveling abroad unaccompanied by one
parent, and the travel clearance for minors
traveling abroad
unaccompanied by both parents;
(v) Ensure compliance by Overseas Filipino
Workers of the departure requirements of the
POEA;
(vi) Conduct periodic training and seminar on
fraudulent document detection and passenger
assessment
to enhance the level of skill and competence of
all its immigration officers and agents in
document fraud detection;
(vii) Conduct periodic study of the trends, routes
and modus operandi employed by the traffickers
including
its recruitment base, transit countries and
country of destination;
(viii) Establish a network with other law
enforcement agencies and immigration
counterparts of
source, transit and destination countries to
facilitate exchange and sharing of information on
the activities of
trafficking syndicates;
(ix) Establish network with LGUs for the effective
apprehension of suspected traffickers and their
cohorts;
(x) Develop a program for the procurement and
installation of International Civil Aviation
Organization
(ICAO) compliant machine readers and fraud
detection equipment at all international airports
and seaports in the country to deter trafficking in
persons; and
(xi) Develop and distribute materials containing
advisory and other pertinent information to
enhance
awareness against trafficking in persons.
(g) Philippine National Police (PNP)
(i) Undertake surveillance, investigation and
arrest of individuals or persons suspected to be
engaged in
trafficking;
(ii) Coordinate closely with various law
enforcement agencies to secure concerted
efforts for effective
investigation and apprehension of suspected
traffickers. For this purpose, it shall also:
(a) Pursue the detection and investigation of
suspected or alleged trafficking activities at
airports
through its Aviation Security Group, at seaports
and/or harbors through its Maritime Group, and
at land
transportation terminals through its police station
and when proper, file the appropriate charges
against traffickers in the proper court;
(b) Coordinate with the Philippine Ports Authority
(PPA) which may have initially processed
complaints at their Balay Silungan sa
Daungan; and
(c) Coordinate with local and barangay officials
with respect to the apprehension and/or arrest of
traffickers.
(iii) Establish a system to receive complaints and
calls to assist trafficked persons, and the
conduct of rescue operations;
(iv) Direct and supervise the enforcement of its
andate under the Act and its rules and
regulations;
(v) Supervise the conduct of investigations
relating to apprehension occurring at land
transportation
terminals, domestic seaports and airports and
monitor the filing of appropriate cases against
traffickers;
(vi) Formulate plans and programs for the
prevention and/or reduction of trafficking in
persons;
(vii) Integrate in the program of instruction
comprehensive, gender sensitive and child-
friendly
investigation and handling of cases of trafficking
in persons in the Philippine National Police
Duman / Labor I / Prof. Battad / Page 45
 LABOR LAW 1 REVIEWER
Academy (PNPA), Philippine Public Safety
College (PPSC) and other training schools
operated and managed by the PNP; and
(viii) Establish anti-trafficking section under the
Women and Children Complaint Desk (WCCD)
in all city
and municipal police stations.
(h) National Commission on the Role of Filipino
Women (NCRFW)
(i) Actively advocate and participate in
international and regional discussion and
initiatives in
trafficking in women and include the same in all
of its international commitments and policy
pronouncements. Where possible and
appropriate, work with the Department of
Foreign Affairs in forging bilateral and
multilateral collaborative projects on trafficking;
(ii) Assist the Council in the formulation and
monitoring of policies addressing the issue of
trafficking in
persons in coordination with relevant
government agencies;
(iii) Assist the Council in the conduct of
information dissemination and training to
frontline government
agencies, NGOs and the general public;
(iv) Assist in the development of gender
responsive documentation system in
coordination with other agencies and the
National Statistical Coordination Board (NSCB)
through its monitoring of the situation of women
particularly on violence against women;
(v) Assist the Council in the formulation of
prevention and reintegration programs for
victims of
trafficking including the demand side; and (vi)
Conduct studies on the root causes, magnitude
and forms of trafficking in women and document
best practices in prevention programs.
Sec. 18. Roles and Responsibilities of Other
Relevant National Government Agencies.
Consistent with their mandates under existing
laws, the following agencies shall integrate
human trafficking issues in their strategy and
program formulation and implement programs
and services for the prevention and suppression
of trafficking and for the protection of trafficked
victims.
They shall likewise have the following roles and
responsibilities:
(a) Department of the Interior and Local
Government (DILG)
(i) Conduct a systematic information
dissemination/advocacy and prevention
campaign against trafficking in persons;
(ii) Maintain a databank for the effective
monitoring, documentation and prosecution of
cases on
trafficking in persons;
(iii) Issue directives to the LGUs and barangays
to institutionalize recruiter-monitoring
mechanisms and
increase public awareness regarding trafficking
in persons;
(iv) Promote family and community
empowerment to prevent trafficking in persons;
and
(v) Strengthen, activate and mobilize existing
committees, councils, similar organizations and
special
bodies at the local level to prevent and suppress
trafficking in persons.
(b) Department of Tourism (DOT)
(i) Formulate and implement preventive
measures to stop sex tourism packages and
other activities of tourism establishments which
might contribute to the trafficking in persons in
coordination with local governmentunits; and
(ii) Provide training to tourist security officers on
surveillance, investigation and rescue operation
strategies.
(c) Department of Education (DepEd)
(i) Integrate in the appropriate subject areas
core messages on migration and trafficking in
the elementary
and secondary levels by providing lesson with
emphasis on their implications and social costs
to persons and country;
(ii) Provide opportunities for trafficked persons in
the educational mainstream through the basic
education
and non-formal education curricula; and
(iii) Provide education and raise consciousness
of boys/men in schools and communities in
order to discourage the demand side or the
use/buying of trafficked women
and children.
(d) Department of Health (DOH)
(i) Make available its resources and facilities in
providing health care to victims of trafficking
which shall,
at all times, be held confidential.
(e) Department of Transportation and
Communication (DOTC)
(i) Provide guidelines for the land, sea and air
transport providers to train their personnel in
trafficking
in persons;
(ii) Standardize guidelines for monitoring
trafficking in persons in every port; and
Duman / Labor I / Prof. Battad / Page 46
 LABOR LAW 1 REVIEWER
(iii) Monitor the promotion of advertisement of
trafficking in the Internet.
(f) Commission on Human Rights (CHR)
(i) Conduct advocacy and training programs
relating to anti-trafficking;
(ii) Investigate and recommend for prosecution
violations of the Act;
(iii) Provide legal and financial assistance to
victims of trafficking; and
(iv) Integrate anti-trafficking efforts in the
Barangay Human Rights Action Center
(BHRAC); and
(v) Monitor government compliance to
international human rights treaty obligations
related to the
suppression/elimination of trafficking, particularly
the Convention for the Suppression of Traffic in
Persons and Exploitation of the Prostitution of
Others, the Convention on the Elimination of All
Forms of Discrimination Against Women, the
Convention on the Rights of the Child, the
Convention on the Protection of Migrant
Workers and Members of Their Families, and
the UN Convention Against Transnational
Organized Crimes including its Protocol to
Prevent, Suppress and Punish Trafficking in
Persons, Especially Women and Children.
(g) National Bureau of Investigation (NBI)
(i) Conduct surveillance, monitor and investigate
recruiters, travel agencies, hotels and other
establishments
suspected to be engaged in trafficking in
persons;
(ii) Coordinate closely with all the Council
member agencies for effective detection and
investigation of suspected traffickers;
(iii) Formulate plans and programs for the
detection and prevention of trafficking, and the
arrest and
prosecution of suspected traffickers;
(iv) Share intelligence information on suspected
traffickers to all Council member agencies when
necessary;
and
(v) Foster cooperation and coordination with the
law enforcement agencies of other countries and
the
INTERPOL in the investigation and
apprehension of suspected traffickers.
(h) Philippine Center on Transnational Crime
(PCTC)
(i) Continue to function in accordance with its
mandate pursuant to Executive Order No. 62, s.
1999, on
matters concerning trafficking in persons with
transnational dimension;
(ii) Undertake strategic researches on the
structure and dynamics of trafficking in persons
with transnational crime dimension, predict
trends and analyze given factors for the
formulation of individual and collective
strategies for the prevention and detection of
trafficking in persons and the apprehension of
criminal elements involved;
(iii) Conduct case operations in coordination with
other law enforcement agencies; and
(iv) Serve as the focal point in international law
enforcement coordination on trafficking in
persons
particularly with the INTERPOL.
(i) Overseas Workers Welfare Administration
(OWWA)
(i) Assist in the information and advocacy
campaign among OFWs to prevent trafficking in
persons;
(ii) Assist in the documentation of cases of
trafficking and ensure the provision of its
programs and
services to OFWs and their families; and (iii)
Include a module on anti-trafficking to its
predeparture
seminar.
(j) Council for the Welfare of Children (CWC)
(i) Integrate in its development and strategic
frameworks issues and concerns affecting
trafficking in
children and ensure the adoption of such
frameworks by the LGUs and other
stakeholders;
(ii) Vigorously advocate against trafficking of
children;
(iii) Improve data on trafficking in children
through integration of critical and relevant
indicators into the
monitoring system for children;
(iv) Adopt policies and measures that will protect
and promote the rights and welfare of children
victims of
trafficking and coordinate and monitor their
implementation; and
(v) Address issues on trafficking of children
through policy and program interventions.
(k) Philippine Information Agency (PIA)
(i) Enhance public awareness on trafficking in
persons, pertinent laws and possible actions to
prevent
victimization and re-victimization by developing
public advocacy program as well as printing and
distributing
appropriate information materials.
(l) Technical Education and Skills Development
Authority (TESDA)
Duman / Labor I / Prof. Battad / Page 47
 LABOR LAW 1 REVIEWER
(i) Provide skills and entrepreneurial training to
trafficked victims; and
(ii) Formulate a special program to ensure the
provision of appropriate skills training for
trafficked victims.
Sec. 19. Roles and Responsibilities of Local
Government Units (LGUs). The LGUs shall
have the following roles and responsibilities:
(a) Monitor and document cases of trafficked
persons in their areas of jurisdiction;
(b) Effect the cancellation of licenses of
establishments which violate the provisions of
the Act and
ensure its effective prosecution;
(c) Undertake an information campaign against
trafficking in persons through the establishment
of the Migrants Advisory and Information
Network (MAIN) desks in municipalities and
provinces in coordination with the DILG, PIA,
Commission on Filipino Overseas (CFO), NGOs
and other concerned agencies;
(d) Encourage and support community based
initiatives which address trafficking in persons;
(e) Provide basic social services for the
prevention, rescue, recovery, rehabilitation and
reintegration/after care support services to
victims of trafficking in persons and their
families;
(f) Enact ordinances or issuances aimed at
providing protection and support to trafficked
persons and adopt measures to prevent and
suppress trafficking in persons; and
(g) Strengthen, activate and mobilize existing
committees, councils, similar organizations and
special bodies
at the provincial, city, municipal and barangay
levels to prevent and suppress trafficking in
persons.
Sec. 20. Roles and Responsibilities of Non-
Government Organizations which are
Members of the Council. The NGO members
of the Council shall have the following roles and
responsibilities:
(a) Assist government agencies in formulating
and implementing policies, programs and IEC
campaign against trafficking;
(b) Assist in capability-building activities of
government personnel and share their
experiences and
expertise in handling trafficking cases;
(c) Coordinate with concerned government
agencies, LGUs and other NGOs in reporting
alleged perpetrators, rescuing victims of
trafficking, and conducting investigation/
surveillance, if indicated;
(d) Undertake programs and activities for the
prevention, rescue, recovery and reintegration of
the victims of
trafficking and other support services for their
families;
(e) Document and/or assist in the documentation
of cases of trafficking;
(f) Disseminate guidelines to all its network
members, local and international, on policies
and programs
addressing issues on trafficking in persons;
(g) Formulate educational module to address
thedemand side of trafficking; and
(h) Perform such other tasks as may be agreed
upon by the Council.
Sec. 21. Assistance of Other Agencies and
Institutions. In implementing the Act and these
rules and regulations, the agencies concerned
may seek and enlist the assistance of NGOs,
peoples
organizations (POs), civic organizations and
other volunteer groups, which will all likewise be
encouraged to assume the same roles and
responsibilities enumerated in the preceding
Section.
Article VI
REPORTING OF SUSPECTED/ ALLEGED
TRAFFICKING INCIDENT
Sec. 22. Who May and To Whom to Report.
Any person who has any knowledge or learns of
facts or circumstances that give rise to a
reasonable belief that a person will be, or may
be, or has been trafficked shall immediately
report the same, either orally, in writing or
through other means, to any member of the
Council, the barangay authorities, the nearest
police or other law enforcement agency, the
local social welfare and development office or
the local Council for the Protection of Children.
In the case of trafficking cases abroad, the
report shall be made to the Philippine
Embassy/Consulate which has jurisdiction over
the place where the trafficking occurred or
where the trafficked person is
found.
Sec. 23. Action on the Report. The agency,
entity or person
to whom the report is made shall immediately
act as soon as the report is received in
coordination with other relevant government
agency for appropriate intervention. For this
purpose, the Council shall develop a mechanism
to ensure the timely, coordinated and effective
response to cases of trafficking in persons.
Article VII
INTERCEPTION, ARREST AND
INVESTIGATION OF TRAFFICKERS
Sec. 24. Procedure in the Interception, Arrest
and Investigation of Traffickers in Persons at
Duman / Labor I / Prof. Battad / Page 48
 LABOR LAW 1 REVIEWER
International Airport or Seaport. When an
offense punishable under the Act or any other
offense in relation thereto or in furtherance
thereof has been committed, or is actually being
committed in the presence of an immigration
officer assigned at the international airport or
seaport,
he/she shall immediately cause the interception
and/or arrest of the persons involved for
investigation. The DOJ Task Force Against
Trafficking shall cause the filing of appropriate
case in court when
evidence warrants. If the person arrested is a
foreigner, the concerned B.I.
investigating unit shall take full custody over the
arrested person, conduct the investigation
proper motu proprio and endorse the complaint
and supporting documents to the prosecutor for
inquest or MTC Judge for appropriate
proceedings.
Sec. 25. Procedure in the Interception, Arrest
and Investigation of Traffickers in Persons at
Local Airport, Seaport and Land
Transportation Terminals. In cases where the
violation is committed at local seaport, airport or
in land transportation terminals, the members of
the law enforcement agency shall
immediately cause the interception and/or arrest
of the suspected traffickers. Thereafter, the
investigation shall be conducted by the law
enforcement agency on the person/s
intercepted/arrested, and
referred to the Prosecutors Office of the place
where the offense was committed or to the DOJ
Task Force Against Trafficking in Persons or
Task Force on Passport Irregularities or
Municipal Trial Court of
the place where the crime was committed in
case of municipalities and non-chartered cities
for purposes of inquest or preliminary
investigation as the case may be.
Sec. 26. Creation of a Joint Task Force
Against Trafficking in Persons. For the
purpose of the above provisions, there shall be
created a Joint Task Force Against Trafficking in
Persons to be assigned at airports composed of
Prosecution, BI, PNP, and NBI personnel and
another Task Force at land transportation
terminals and local seaports and airports to be
composed of Prosecution, PNP, BI, PPA, and
PCG personnel. The DOJ National Task Force
Against Trafficking in Persons shall issue the
necessary
operational guidelines for the effective
coordination, apprehension, investigation and
prosecution of violations of the Act. The DOJ
Task Force assigned at local seaports, airports
and land transportation
terminals shall cooperate or coordinate with the
local authorities, local social welfare and
development officers or active NGOs concerned
with trafficking in persons in the locality.
Sec. 27. Rights of the Person Arrested,
Investigated or Detained. In all cases, the
rights of the person arrested, investigated or
detained as provided by the Philippine
Constitution and under Republic Act No. 7438
(An Act Defining Certain Rights of Persons
Arrested, Detained or Under Custodial
Investigation As Well As The Duties of the
Arresting, Detaining and Investigating Officers,
and Providing Penalties For Violations Thereof)
shall, at all times, be respected.
Article VIII
RESCUE/RECOVERY AND REPATRIATION
OF VICTIMS
Sec. 28. The Country Team Approach. The
country team approach under Executive Order
No. 74, series of 1993 and further enunciated in
Republic Act No. 8042 shall be the operational
scheme under which Philippine embassies
abroad shall provide protection to trafficked
persons regardless of their immigration status.
Under the Country Team Approach, all officers,
representatives and personnel of the Philippine
government posted abroad regardless of their
mother agencies shall, on a per country basis,
act as one-country team with mission under the
leadership of the Ambassador or the head of
mission.
Sec. 29. Rescue at the Country of
Destination.
(a) Procedure. When the victim is a Filipino
national and at the time of rescue is residing
abroad, the embassy or consulate which has
jurisdiction over the place where the victim is
residing shall verify the veracity of the report of
incidence of trafficking and inquire about the
condition of the victim.
Consistent with the country team approach, the
Post concerned shall send a team composed of
a consular officer and personnel from the
Philippine Overseas Labor Office (POLO) or the
Filipino Workers Resource Center (FWRC), the
Office of the Social Welfare Attach as the case
may be, to conduct a visit to the jail,
establishment, work site or residence of the
victim. In the case of Posts without attached
services, the team
will be composed of a consular officer and
personnel from the Assistance-to-Nationals
section.
The Post shall make representations with the
police authorities or other relevant law
enforcement agencies with respect to the
conduct of rescue operations.
Duman / Labor I / Prof. Battad / Page 49
 LABOR LAW 1 REVIEWER
Rescue operation shall also be made in
cooperation and close coordination with some
NGOs, local contacts or private individuals
when necessary.
In countries and areas where the services of the
FWRC is not accessible, a mobile type of
services shall be extended by the country team
members to trafficked persons regardless of
their status in the host country.
Thereafter, the victim will be encouraged to
execute a sworn statement, recounting among
others, the people/establishment involved in the
recruitment/transfer and deployment, the modus
operandi employed to recruit, transport and
deploy the victim, and other pertinent
information which could provide a lead in the
investigation and eventual prosecution of the
perpetrators.
(b) Assistance to Trafficked Persons. The
trafficked person shall be provided with
temporary shelter and other forms of assistance.
In countries where there is an Filipino Workers
Resource Center, the services available to
overseas Filipinos as provided for in Republic
Act No. 8042 shall also be extended to trafficked
persons regardless of their status in the host
country.
(c) Legal Assistance Fund. Trafficked persons
shall be considered under the category
Overseas Filipinos in
Distress and may avail of the Legal Assistance
Fund created by Republic Act No. 8042, subject
to the guidelines as provided by law, including
rules and regulations issued by the DFA as
to its utilization and disbursement.
Sec. 30. Repatriation of Trafficked Persons.
The DFA, in coordination with DOLE and other
appropriate agencies, shall have the primary
responsibility for the repatriation of trafficked
persons, regardless of whether they are
documented or undocumented.
If, however, the repatriation of trafficked persons
shall expose the victims to greater risks, the DFA
shall make representation with the host
government for the extension of appropriate
residency permits
and protection, as may be legally permissible in
the host country.
Sec. 31. Procedure for Repatriation. In
accordance with existing rules and regulations
on the use and disbursement of Assistance-to-
Nationals Fund of the DFA for the repatriation of
distressed OFWs, the Post shall immediately
request the DFA, through the Office of the
Undersecretary for Migrant Workers Affairs
(OUMWA), allocation of funds for the repatriation
of the victim. In appropriate cases and to avoid
re-victimization, the Post may withdraw the
passport of the victim and forward it to the DFA
and in
its place issue a Travel Document (FA Form
79(B)) valid for direct travel to the Philippines.
The Post concerned shall report to the DFA,
through the OUMWA, copy furnished the Office
of Consular Affairs, the actual date of
repatriation and other pertinent information and
submit a copy of the sworn statement and other
relevant documents.
In appropriate cases, especially when the victim
is suffering from mental illness, has suffered
physical or sexual abuse or has received serious
threats to his or her life and safety, the victim will
be
met upon arrival in the Philippines by DSWD
personnel, in coordination with the Joint Task
Force Against Trafficking in Persons and other
government agencies such as OWWA, BI and
DOH. In the case of mentally ill patients, minors,
and other persons requiring special care, the
Post shall designate a duly authorized individual
to escort said victims to the Philippines.
The victim will be encouraged, if he or she has
not done so before, to execute a sworn
statement with the view of filing the appropriate
charges against the suspected trafficker in the
Philippines. Should the victim request the
assistance of DFA, OUMWA shall interview the
victim and make recommendations for
investigation with law enforcement agencies
such as the PNP and the NBI. In cases where
recruitment agencies are involved, the case
shall also be referred to the POEA for
appropriate action. The report shall also be
forwarded to the BI for case build up. The victim
may be referred to the DSWD/Local Social
Welfare
And Development Office or to the NBI One-Stop
Shop for psychosocial interventions,
psychological and medical examination and
follow-through therapy sessions. Protective
custody and emergency shelter shall also be
provided to the victim, in appropriate cases.
Sec. 32. Rescue Within the Country. Rescue
operations within the country shall be primarily
undertaken by the law enforcement agencies in
coordination with LGUs, DOLE, DSWD and
DOH. Upon receipt of a report of a suspected or
alleged trafficking ncident or activity, the law
enforcement agency to which the report is made
shall conduct rescue operations of trafficked
persons. At the minimum, rescue operations
shall be guided by the following:
(a) Conduct of rescue operation of trafficked
persons shall be properly coordinated with the
Duman / Labor I / Prof. Battad / Page 50
 LABOR LAW 1 REVIEWER
concerned agencies particularly DSWD/local
social welfare and development officer;
(b) The rescue team shall ensure full protection
of the rights of the trafficked person as well as
the traffickers while under its custody and
control;
(c) After the rescue operation, the investigation
of the case shall be referred to the Women and
Children Complaint Desk (WCCD) desk of PNP,
the Violence Against Women and Children
Division (VAWCD) of the NBI or other similar
units or desks;
(d) After the completion of the necessary
documents for the filing of cases, the rescue
team shall effect the appropriate and immediate
turn-over of the trafficked person to DSWD/local
social welfare and development officer; and
(e) In the course of investigation of the trafficked
person, the investigator handling the case shall
ensure that
the victim shall be accorded with proper
treatment and investigated in a child-friendly and
gender-sensitive
environment. In the conduct of investigative
interviews on children, the law enforcers shall
likewise be guided by the Rule on the
Examination of a Child Witness promulgated by
Supreme Court, as may be applicable. For this
purpose, the investigators shall be properly
trained in the handling of cases of trafficked
persons.
Article IX
REHABILITATION AND
REINTEGRATION OF VICTIMS
Sec. 33. Comprehensive Program. The
DSWD, LGUs and other concerned agencies
shall provide a comprehensive, gendersensitive
and child friendly program for the recovery,
rehabilitation
and reintegration of victims/survivors of
trafficking, such as but not limited to the
following:
(a) Implementation of residential care, child
placement, educational assistance, livelihood
and skills training
and other community-based services must be
responsive to the specific needs and problems
of the victims/survivors and their families;
(b) Active involvement and participation of the
victims/survivors in the rehabilitation and
reintegration process shall be encouraged. In
order to empower them and to prevent their re-
victimization, capability building programs must
be provided; and Law, Rules and Local
Instruments 5 3
(c) Active cooperation and coordination with
NGOs and other members of the civil society
including the business community, tourism-
related industries as well as the media in the
rehabilitation and reintegration of
victims/survivors shall be undertaken.
Sec. 34 Procedure. The following procedure
shall be undertaken in implementing a
comprehensive program for the recovery,
rehabilitation and reintegration of
victims/survivors of trafficking:
(a) The victim/survivor of trafficking may go to
the nearest DSWD/LGU Social Welfare and
Development Office for assistance;
(b) Upon referral/interview the DSWD/Local
Government Social Worker shall conduct an
intake assessment
to determine appropriate intervention with the
victim/survivor;
(c) The social worker shall prepare a social case
study report/case summary for the
victim/survivors admission to a residential
facility for temporary shelter or community-
based services;
(d) Provide services/interventions based on the
rehabilitation plan in coordination with
appropriate agencies,
e.g. counseling, legal, medical and educational
assistance; livelihood and/or skills training; as
well as appropriate services to the family of the
trafficked victim/survivor; and
(e) Monitor implementation and periodically
evaluate/update the rehabilitation plan until the
victim/ survivor has been reintegrated with
his/her family and community.
Sec. 35. Capability Building of Service
Providers. The frontline agencies and the
service providers must undergo training and
other capability building activities to enhance
their knowledge and skills in handling cases of
trafficking to prevent exacerbation of traumatic
stress and facilitate more effective crisis
interventions, healing and reintegration services.
Sec. 36. Documentation. Data banking,
research and documentation of best practices in
rehabilitation and reintegration programs shall
be conducted to identify efficient and effective
measures and services for the victims of
trafficking and their families.
Article X
PROSECUTION, CIVIL FORFEITURE AND
RECOVERY OF CIVIL DAMAGES
Sec. 37. Who May File a Complaint.
Complaints for violations of the Act may be filed
by the following:
Duman / Labor I / Prof. Battad / Page 51
 LABOR LAW 1 REVIEWER
(a) Any person who has personal knowledge of
the commission of the offense;
(b) The trafficked person or the offended party;
(c) Parents or legal guardians;
(d) Spouse;
(e) Siblings; or
(f) Children.
The foregoing persons may also seek the
assistance of the Council in the filing of
complaint.
Sec. 38. Institution of Criminal Action; Effect.
The institution of the criminal action before the
Office of the Prosecutor or the court, as the case
may be, for purposes of preliminary investigation
shall interrupt the running of the period for
prescription of the offense charged. The
prescriptive period shall commence to run again
when such proceedings terminate without the
accused being convicted or acquitted or are
unjustifiably stopped for any reason not
imputable to the accused.
Sec. 39. Institution of Criminal and Civil
Actions. Pursuant to the Revised Rules on
Criminal Procedure, when a criminal action is
instituted, the civil action arising from the offense
charged shall be deemed instituted with the
criminal action unless the offended party waives
the civil action, reserves the right to institute it
separately or institutes the civil action prior to
the criminal action.
Sec. 40. Exemption from Filing Fees. When
the trafficked person institutes a separate civil
action for the recovery of civil damages, he/she
shall be exempt from the payment of filing fees.
Sec. 41. Venue. The offenses punishable under
the Act shall be considered as a continuing
offense and may be filed in the place where the
offense was committed or where any of its
elements occurred or where the trafficked
person actually resides at the time of the
commission of the offense. Provided, that the
court where the criminal action is first filed shall
acquire jurisdiction to the exclusion of other
courts.
Sec. 42. Forfeiture of the Proceeds and
Instruments Derived from Trafficking in
Persons.
(a) After conviction, all proceeds and
instruments, including any real or personal
property used in the commission of the offense,
shall be ordered confiscated and forfeited in
favor of the State unless the owner thereof can
prove the lack of knowledge of the use of such
property in the said illegal activity. Any award for
damages arising from the commission of the
offense may be satisfied and charged against
the personal and
separate properties of the offender and if the
same is insufficient to satisfy the claim, the
balance shall be taken from the forfeited
properties as may be ordered by the court.
(b) During the pendency of the criminal action,
no property or income used or derived therefrom
which are subject to confiscation and forfeiture,
shall be disposed, alienated or transferred and
the same shall be in custodia legis and no bond
shall be admitted for the release of the same.
(c) The trial prosecutor shall avail of the
provisional remedies in criminal cases to ensure
the confiscation,
preservation and forfeiture of the said properties.
(d) If the offender is a public officer or employee,
the forfeiture of his/her property found to be
unlawfully acquired shall be governed by
Republic Act No. 1379 otherwise known as An
Act Declaring Forfeiture in Favor of the State
Any Property Found to Have Been Unlawfully
Acquired by Any Public Officer or Employee and
Providing for the Proceedings Therefore.
Article XI
LEGAL PROTECTION AND OTHER
SERVICES
Sec. 43. Legal Protection. Trafficked persons
shall be recognized as victims of the act or acts
of trafficking. As such, they shall not be
penalized for crimes directly related to the acts
of trafficking enumerated under the Act or in
obedience to the order made by the trafficker in
relation thereto. In this regard, the consent of the
trafficked person to the intended exploitation set
forth in the Act shall be irrelevant.
Sec. 44. Preferential Entitlement under the
Witness Protection Program. Any provision of
Republic Act No. 6981 to the contrary
notwithstanding, any trafficked person shall be
entitled to the witness protection program
provided therein.
Sec. 45. Immunity from Criminal Prosecution.
Any person who has personal knowledge in the
commission of any of the offenses penalized
under the Act and who voluntarily gives material
information relative thereto and willingly testifies
against the offender shall be exempt from
prosecution for the offense with reference to
which his information and testimony were given,
subject to the following conditions:
(a) The information and testimony are necessary
for the conviction of the accused; and
(b) Such information and testimony are not yet in
the possession of the state.
Sec. 46. Mandatory Services. To ensure
recovery, rehabilitation and reintegration into the
mainstream of society, concerned government
agencies shall make available the following
services to trafficked persons:
Duman / Labor I / Prof. Battad / Page 52
 LABOR LAW 1 REVIEWER
(a) Emergency shelter or appropriate housing;
(b) Counseling;
(c) Free legal services which shall include
information about the victims rights and the
procedure for filing complaints, claiming
compensation and such other legal remedies
available to them, in a language understood by
the trafficked person;
(d) Medical or psychological services;
(e) Livelihood and skills training; and
(f) Educational assistance to a trafficked child.
Sustained supervision and follow through
mechanism that will track the progress of
recovery, rehabilitation and reintegration of the
trafficked persons shall be adopted and carried
out.
Sec. 47. Legal Protection of Trafficked
Persons Who are Foreign Nationals.
Trafficked persons in the Philippines who are
nationals of a foreign country shall be entitled to
appropriate protection, assistance and services
available to the trafficked persons and shall be
allowed to continued presence in the Philippines
for a period of fifty-nine (59) days to enable them
to effect the prosecution of the offenders. Such
period may be renewed upon showing of proof
by the trial prosecutor that their further testimony
is essential to the prosecution of the case. The
trial prosecutor shall course his request for
extension to the Council which shall accordingly
act upon the same. If such request is granted,
the registration and immigration fees of
such foreign nationals shall be waived. The
Council, for this purpose, shall develop
additional
guidelines to implement this provision.
Article XII
TRUST FUND
Sec. 48. Trust Fund; Sources. All fines
imposed under the Act and the proceeds and
properties forfeited and confiscated pursuant to
Section 14 of the Act and Article IX, Section 5 of
these rules and
regulations shall accrue to a Trust Fund to be
administered and managed by the Council.
Sec. 49. Utilization. The Trust Fund shall be
used exclusively for programs that will prevent
acts of trafficking and protect, rehabilitate,
reintegrate trafficked persons into the
mainstream of society. Such programs shall
include, but not limited to the following:
(a) Provision for mandatory services set forth in
Section 23 of the Act; and Section 47 of these
Rules and
Regulations.
(b) Sponsorship of a national research program
on trafficking and establishment of a data
collection system for monitoring and evaluation
purposes;
(c) Provision of necessary technical and material
support services to appropriate government
agencies and nongovernment organizations
(NGOs);
(d) Sponsorship of conferences and seminars to
provide venue for consensus building among the
public, the academe, government, NGOs and
international organizations; and
(e) Promotion of information and education
campaign on trafficking.
The Trust Fund may also be used to support the
operations of the Secretariat.
Sec. 50. Use and Disbursement of Trust
Fund. The use and disbursement of the trust
fund shall be subject to the approval of at least
two-thirds (2/3) of the members of the Council
and shall be
governed by existing government accounting
and auditing rules and regulations.
Article XIII
INTERNATIONAL COOPERATION
Sec. 51. International Cooperation. The
Council, in close coordination with the DFA and
other concerned agencies, shall promote
cooperation, technical assistance and
partnership among governments and regional
and international organizations on the following
aspects:
(a) Prevention, protection, prosecution,
repatriation and reintegration aspects of
trafficking in persons, especially women and
children;
(b) Systematic exchange of information and
good practices among law enforcement and
immigration authorities;
(c) Prevention, detection, investigation and
prosecution of trafficking in persons, including
the protection
of victims through exchanges and joint training
at the bilateral, regional and international levels,
between and among relevant officials including
police, judges, prosecutors, immigration officers,
other law enforcement agents as well as
consular authorities; and
(d) Repatriation of victims of trafficking with due
regard to their safety and in consideration of
humanitarian
and compassionate factors.
Article XIV
CONFIDENTIALITY
Duman / Labor I / Prof. Battad / Page 53
 LABOR LAW 1 REVIEWER
Sec. 52. Confidentiality. At any stage of the
investigation, prosecution and trial of an offense
under this Act, law enforcement officers,
prosecutors, judges, court personnel and
medical practitioners, as well as parties to the
case, shall recognize the right to privacy of the
trafficked person and the accused. Towards this
end, law enforcement officers, prosecutors and
judges to whom the complaint has been referred
may, whenever necessary to ensure a fair and
impartial proceeding, and after considering all
circumstances for the best interest of the parties,
order a closed-door investigation, prosecution or
trial. The name and personal circumstances of
the trafficked person or of the accused, or any
other information tending to establish their
identities and such circumstances or information
shall not be disclosed to the public. In case
when the prosecution or trial is conducted
behind closed doors, it shall be unlawful for any
editor, publisher, reporter or columnist in case of
printed materials, announcer or producer in case
of television and radio, producer and director of
a film in case of the movie industry, or any
person utilizing tri-media or information
technology to cause publicity of and case of
trafficking in persons.
Article XV
OFFENSES AND PENALTIES
Sec. 53. Acts of Trafficking in Persons. Any
person, natural or juridical, who commits any of
the following acts shall suffer the penalty of
imprisonment of twenty (20) years and a fine of
not less than One million pesos (P1,000,000.00)
but not more than Two million pesos
(P2,000,000.00):
(a) To recruit, transport, transfer, harbor, provide,
or receive a person by any means, including
those done under the pretext of domestic or
overseas employment or training or
apprenticeship, for the purpose of prostitution,
pornography, sexual exploitation, forced labor,
slavery, involuntary servitude or debt bondage;
(b) To introduce or match for money, profit or
material, economic or other consideration, any
person or, as
provided for under Republic Act No. 6955, any
Filipino woman with a foreign national, for
marriage for the purpose of acquiring, buying,
offering, selling or trading him/her to engage in
prostitution, pornography, sexual exploitation,
forced labor, slavery, involuntary servitude or
debt bondage;
(c) To offer or contract marriage, real or
simulated, for the purpose of acquiring, buying,
offering, selling, or trading them to engage in
prostitution, pornography, sexual exploitation,
forced labor or slavery, involuntary servitude or
debt bondage;
(d) To undertake or organize tours and travel
plans consisting tourism packages or activities
for the purpose of utilizing and offering persons
for prostitution, pornography or sexual
exploitation;
(e) To maintain or hire a person to engage in
prostitution or pornography;
(f) To adopt or facilitate the adoption of persons
for the purpose of prostitution, pornography,
sexual exploitation,forced labor, slavery,
involuntary servitude or debt bondage;
(g) To recruit, hire, adopt, transport or abduct a
person, by means of threat or use of force,
fraud, deceit, violence, coercion, or intimidation
for the purpose of removal or sale of organs of
said person; and
(h) To recruit, transport or adopt a child to
engage in armed activities in the Philippines or
abroad.
Sec. 54. Acts that Promote Trafficking in
Persons. Any person, natural or juridical, who
shall commit the following acts which promote or
facilitate trafficking in persons, shall be
penalized with the penalty of imprisonment of
fifteen (15) years and a fine of not less than Five
hundred thousand pesos (P500,000.00) but not
more than One million pesos (P1,000,000.00):
(a) To knowingly lease or sublease, use or allow
to used any house, building or establishment for
the purpose of promoting trafficking in persons;
(b) To produce, print and issue or distribute
unissued, tampered or fake counseling
certificates, registration stickers and certificates
of any government agency which issues these
certificates and stickers as proof of compliance
with government regulatory and pre-departure
requirements for the purpose of promoting
trafficking in persons;
(c) To advertise, publish, print, broadcast or
distribute, or cause the advertisement,
publication, printing,
broadcasting or distribution by any means,
including the use of information technology and
the internet of any brochure, flyer, or any
propaganda material that promotes trafficking in
persons;
(d) To assist in the conduct of misrepresentation
or fraud for purposes of facilitating the
acquisition of clearances and necessary exit
documents from government agencies that are
mandated to provide pre-departure registration
and services for departing persons for the
purpose of promoting trafficking
in persons;
(e) To facilitate, assist or help in the exit and
entry of persons from/to the country at
international and local airports, territorial
boundaries and seaports who are in possession
of unissued, tampered or fraudulent and travel
documents for the purpose of promoting
trafficking in persons;
Duman / Labor I / Prof. Battad / Page 54
 LABOR LAW 1 REVIEWER
(f) To confiscate, conceal, or destroy the
passport, travel documents, or personal
documents or belongings of trafficked persons in
furtherance of trafficking or to prevent them from
leaving the country or seeking redress from the
government or appropriate agencies; and
(g) To knowingly benefit from, financial or
otherwise or make use of, the labor or services
of a person held to a condition of involuntary
servitude, forced labor , or slavery.
Sec. 55. Qualified Trafficking in Persons. The
following are considered as qualified trafficking
and shall be penalized with the penalty of life
imprisonment and a fine of not less than Two
million pesos (2,000,000.00) but not more than
Five million pesos (5,000,000.00);
(a) When the trafficked person is a child;
(b) When the adoption is effected through
Republic Act No. 8043, otherwise known as the
Inter-Country Adoption Act of 1995 and said
adoption is for the purpose of prostitution,
pornography, sexual exploitation, forced labor,
slavery, involuntary servitude or debt bondage;
(c) When the crime is committed by a syndicate ,
or in large scale. Trafficking is deemed
committed by a syndicate if carried out by a
group of three (3) or more persons conspiring or
confederating with one another. It is deemed
committed in large scale if committed against
three (3) or more persons ,
individually or as a group;
(d) When the offender is an ascendant, parent,
sibling, guardian or a person who exercises
authority over the trafficked person or when the
offense is committed by a public officer or
employee;
(e) When the trafficked person is recruited to
engage in prostitution with any member of the
military or law
enforcement agencies;
(f) When the offender is a member of the military
orlaw enforcement agencies; and
(g) When by reason or on occasion of the act of
trafficking in persons, the offended party dies,
becomes insane, suffers mutilation or is afflicted
with Human Immunodeficiency Virus HIV or the
Acquired Immune Deficiency Syndrome (AIDS).
Sec. 56. Violation of Confidentiality
Provisions. Any person who violates Section 7
of the Act and Section 52, Article XIV hereof
shall suffer the penalty of imprisonment of six (6)
years and a fine not less than Five hundred
thousand pesos (P500,000.00) but not more
than One million pesos (P1,000,000.00).
Sec. 57. Application of Penalties and Other
Sanctions. The following shall be applied in the
imposition of penalties:
(a) If the offender is a corporation, partnership,
association, club, establishment or any judicial
person, the
penalty shall be imposed upon the owner,
president, partner, manager, and/or any
responsible officer who participated in the
commission of the crime or who shall have
knowingly permitted or failed to prevent its
commission;
(b) The registration with the Securities and
exchange Commission (SEC) and license to
operate of the erring agency, corporation,
association, religious group, tour or travel agent,
club or establishment, or any place or
entertainment shall be cancelled and revoked
permanently. The owner, president, partner or
manager thereof shall not be allowed to operate
similar establishment in a different name;
(c) If the offender is a foreigner, he shall be
immediately deported after serving his sentence
and be barred
permanently from entering the country;
(d) Any employee or official of government
agencies who shall issue or approve the
issuance of travel exit clearances, passports,
registration certificates, counseling certificates,
marriage license, and other similar documents to
persons, whether judicial or natural, recruitment
agencies, establishments or other individuals or
groups, who fail to observe the prescribed
procedures and the requirement as provided for
by laws, rules and regulations, shall be held
administratively liable, without prejudice to
criminal liability under the Act. The concerned
government official or employee shall, upon
conviction, be dismissed from the service and be
barred permanently to hold public office. His/her
retirement and other benefits shall likewise be
forfeited; and
(e) Conviction by final judgment of the adopter
for any offense under this Act shall result in the
immediate
rescission of the decree of adoption.
Sec. 58. Use of Trafficked Persons. Any
person who buys or engages the services of
trafficked persons for prostitution shall be
penalized as follows:
(a) First offense six (6) months of community
service as may be determined by the court and
a fine of Fifty thousand pesos (P50,000.00); and
(b) Second and subsequent offenses
imprisonment of one year (1) year and a fine of
One hundred thousand pesos (P100,000.00).
The Council shall coordinate with the Supreme
Court through the Office of the Court
Administrator for the issuance of appropriate
guidelines and measures for the judiciary to
implement this provision particularly on the
Duman / Labor I / Prof. Battad / Page 55
 LABOR LAW 1 REVIEWER

aspect of implementing the penalty of

community service.

Article XV
FUNDING
a. Coverage
Sec. 59. Inclusion in Agency Appropriations.
Almodiel v. NLRC, 223 SCRA 341
The heads of departments and agencies
(1993)
concerned shall immediately include in their
annual appropriations the funding necessary to
implement programs and services required by
the Act and these regulations.

In the interim, the funding necessary to carry out

their mandate under the law may be charged
against their Gender and Development (GAD)
budget.

Article XVII
FINAL PROVISIONS

Sec. 60. Non-Restriction of Freedom of

Speech and of Association, Religion and the
Right to Travel. Nothing in these rules and
regulations shall be interpreted as a restriction of
the freedom and of association, religion and the
right to travel for purposes not contrary to law as
guaranteed by the Constitution.

Sec. 61. Saving Clause. The provisions of

Republic Act No. 7610, otherwise known as the
Special Protection of Children Against Child
Abuse, Exploitation and Discrimination Act shall
remain applicable and shall not in any way be
amended or repealed by the provisions of the
Act and these rules and regulations.

Sec. 62. Separability Clause. The declaration

b.
of invalidity of any provision of these rules and
regulations or part thereof shall not affect the
validity of the remaining provisions.
Sec. 63. Repealing Clause. Pertinent
provisions of all laws, presidential decrees,
executive orders and rules and regulations, or
parts thereof, contrary to or inconsistent with the
provisions of the Act and these rules and
regulations are hereby repealed or modified
accordingly.
Sec. 64. Effectivity. These rules and regulations
shall take effect fifteen (15) days after its
complete publication in at least two (2)
newspapers of general circulation.
7. Alien Employment Regulation
Reference: Arts. 12 (e), 40-42; Omnibus Rules, Book I, Rule
XIV, DO 12, 16 Nov. 2001; Omnibus Guidelines for Issuance
of Employment Permits to Foreign Nationals); Const., Art.
XII, Sec. 12
Conditions for grant of Permit, Omnibus
Guidelines, Rule III. 1, 2, 3
RULE III. Revocation/Cancellation of Employment
Permits Issued
1. The permits issued may, motu proprio or
upon a petition, be cancelled or revoked
based on any of the following grounds:
1.1 Misrepresentation of facts or falsification
of the documents submitted;
1.2 The foreign national has been declared
as an undesirable alien by competent
authorities;
1.3 Non-compliance with the conditions for
which the AEP was issued;
1.4 Failure to renew AEP within one (1) year
after its expiration.
2. Petitions for cancellation or revocation of
permits issued shall be resolved within thirty
(30) calendars from receipt thereof.

Duman / Labor I / Prof. Battad / Page 56

 LABOR LAW 1 REVIEWER
3. Any aggrieved party may file a Motion for
Reconsideration and/or Appeal and the
same shall be resolved based on Paragraph
4 of this Rule.
General Milling Corp. v. Torres, 196
SCRA 215 (1991)
c. Validity of AEP, Omnibus Rules, Rule II.7
7. Validity of Permits - The validity of permits shall
be as follows:
7.1 As a general rule, the validity of permits
shall be for a period of one (1) year, unless
the employment contract, consultancy
services, or other modes of engagement or
term of office for elective officers, provides
for a longer period.
7.2 The effectivity of the renewal shall be on
the day after the expiration of the previous
permit, regardless of whether or not the
renewal is granted before or after the
expiration of the previous permit.
7.3 As a general rule, the permits shall be
valid only for the position and the employer
for which it was issued, except in case of
foreign nationals who are holders of multiple
positions in one corporation, where one AEP
shall be valid for such multiple positions.
7.4 The permits of resident foreign nationals
shall be valid for multiple employers,
regardless of the nature and duration of their
employment, provided that they shall report
changes in their employment status and the
identity of their employers to the DOLE
Regional Office which has issued the permit.
d. Revocation/Cancellation/Grounds, Omnibus Guidelines, Rule
III.1
RULE III. Revocation/Cancellation of Employment
Permits Issued
1. The permits issued may, motu proprio or upon a
petition, be cancelled or revoked based on any of
the following grounds:
1.1 Misrepresentation of facts or falsification of the
documents submitted;
1.2 The foreign national has been declared as
an undesirable alien by competent authorities;
1.3 Non-compliance with the conditions for
which the AEP was issued;
1.4 Failure to renew AEP within one (1) year
after its expiration.
E. Human Resources Development
Reference: Arts. 57-81; Technical Education and Skills
Development Authority Act of 1994 (TESDA) (RA 7796);
Dual Training Systems Act of 1994 (RA 7686); Magna Carta
for Disabled Persons (RA 7277)
1. Policy Objectives, RA 7796, Secs. 2-3
SEC. 2. Declaration of Policy. - I t is hereby declared
the policy of the State to provide relevant, accessible,
high quality and efficient technical education and skills
development in support of the development of high
quality Filipino middle-level manpower responsive to
and in accordance with Philippine development goals
and priorities.
The State shall encourage active participation of
various concerned sectors, particularly private
enterprises, being direct participants in and immediate
beneficiaries of a trained and skilled workforce, in
providing technical education and skills development
opportunities.
SEC. 3. Statement of Goals and Objectives. - It is the
goal and objective of this Act to:
Promote and strengthen the quality of technical
education and skills development programs to attain
international competitiveness;
Focus technical education and skills development on
meeting the changing demands for quality middle-level
manpower;
Duman / Labor I / Prof. Battad / Page 57
 LABOR LAW 1 REVIEWER

following requirements in all instances are strictly

Encourage critical and creative thinking by disseminating complied with:
the scientific and technical knowledge base of middle-level (a) The employer shall ensure the protection,
manpower development programs; health, safety, morals and normal development of
the child;
Recognize and encourage the complementary roles of
public and private institutions in technical education and (b) The employer shall institute measures to
skills development and training systems; and prevent the child's exploitation or discrimination
taking into account the system and level of
Inculcate desirable values through the development of remuneration, and the duration and arrangement
moral character with emphasis on work ethic, self-discipline, of working time; and
self-reliance and nationalism. (c) The employer shall formulate and implement,
subject to the approval and supervision of
competent authorities, a continuing program for
training and skills acquisition of the child.
2. Apprentice
In the above exceptional cases where any such
a. Definition, RA 7796, Sec. 4 (j) child may be employed, the employer shall first
secure, before engaging such child, a work permit
"Apprentice" is a person undergoing training for an from the Department of Labor and Employment
approved apprenticeable occupation during an which shall ensure observance of the above
apprenticeship agreement; requirements.
The Department of Labor and Employment shall
b. Apprenticeable Occupation, RA 7796, promulgate rules and regulations necessary for
Sec. 4 (m) the effective implementation of this Section."

(m) "Apprenticeable Occupation" is an occupation Sec. 2. All laws, decrees, executive orders, rules
officially endorsed by a tripartite body and approved and regulations or parts thereof contrary to, or
for apprenticeship by the authority; inconsistent with this Act are hereby modified or
repealed accordingly.
c. Qualification, RA 7610, as amended by Sec. 3. This Act shall take effect fifteen (15) days
RA 7658, Sec. 12 after its complete publication in the Official
Gazette or in at least two (2) national newspapers
or general circulation whichever comes earlier.
REPUBLIC ACT NO. 7658
Approved: November 9, 1993
AN ACT PROHIBITING THE EMPLOYMENT OF
CHILDREN BELOW 15 YEARS OF AGE IN PUBLIC d. Allowed Employment; Requirement
AND PRIVATE UNDERTAKINGS, AMENDING FOR Program Approval
THIS PURPOSE SECTION 12, ARTICLE VIII OF R.
A. 7610. Nitto Enterprises v. NLRC,
258 SCRA 654 (1995)
Section 1. Section 12, Article VIII of R. A. No. 7610
otherwise known as the "Special Protection of
Children Against Child Abuse, Exploitation and
Discrimination Act" is hereby amended to read as
follows:

"Sec. 12. Employment of Children. Children

below fifteen (15) years of age shall not be
employed except:
(1) When a child works directly under the sole
responsibility of his parents or legal guardian and
where only members of the employer's family are
employed: Provided, however, That his
employment neither endangers his life, safety,
health and morals, nor impairs his normal
development; Provided, further, That the parent or
legal guardian shall provide the said minor child
with the prescribed primary and/or secondary
education; or
(2) Where a child's employment or participation in
public entertainment or information through
cinema, theater, radio or television is essential:
Provided, The employment contract is concluded
by the child's parents or legal guardian, with the
express agreement of the child concerned, if
possible, and the approval of the Department of
Labor and Employment: and Provided, That the

Duman / Labor I / Prof. Battad / Page 58

 LABOR LAW 1 REVIEWER
5.
e. Terms and Conditions of Employment,
Art. 61, 72
ART. 61. Contents of apprenticeship agreements. -
Apprenticeship agreements, including the wage rates
of apprentices, shall conform to the rules issued by
the Secretary of Labor and Employment. The period
of apprenticeship shall not exceed six months.
Apprenticeship agreements providing for wage rates
below the legal minimum wage, which in no case shall
start below 75 percent of the applicable minimum
wage, may be entered into only in accordance with
apprenticeship programs duly approved by the
Secretary of Labor and Employment. The Department
shall develop standard model programs of
apprenticeship. (As amended by Section 1, Executive
Order No. 111, December 24, 1986).
ART. 72. Apprentices without compensation. - The
Secretary of Labor and Employment may authorize
the hiring of apprentices without compensation whose
training on the job is required by the school or training
program curriculum or as requisite for graduation or
board examination.
3. Costs, Art. 71
ART. 71. Deductibility of training costs. - An additional
deduction from taxable income of one-half (1/2) of the
value of labor training expenses incurred for developing
the productivity and efficiency of apprentices shall be
granted to the person or enterprise organizing an
apprenticeship program: Provided, That such program is
duly recognized by the Department of Labor and
Employment: Provided, further, That such deduction shall
not exceed ten (10%) percent of direct labor wage: and
Provided, finally, That the person or enterprise who wishes
to avail himself or itself of this incentive should pay his
apprentices the minimum wage.
4. Enforcement, Arts. 65, 66, 67
ART. 65. Investigation of violation of apprenticeship
agreement. - Upon complaint of any interested person
or upon its own initiative, the appropriate agency of
the Department of Labor and Employment or its
authorized representative shall investigate any
violation of an apprenticeship agreement pursuant to
such rules and regulations as may be prescribed by
the Secretary of Labor and Employment.
ART. 66. Appeal to the Secretary of Labor and
Employment. - The decision of the authorized agency
of the Department of Labor and Employment may be
appealed by any aggrieved person to the Secretary of
Labor and Employment within five (5) days from
receipt of the decision. The decision of the Secretary
of Labor and Employment shall be final and
executory.
ART. 67. Exhaustion of administrative remedies. - No
person shall institute any action for the enforcement
of any apprenticeship agreement or damages for
breach of any such agreement, unless he has
exhausted all available administrative remedies.
Learners
a. Definition, RA 7796, Sec. 4
(n) Learners" refer to persons hired as trainees in semi-
skills and other industrial occupations which are non-
apprenticeable. Learnersship programs must be approved
by the Authority;
b. Allowed Employment, Art. 74 (b)
ART. 74. When learners may be hired. - Learners may be
employed when no experienced workers are available, the
employment of learners is necessary to prevent
curtailment of employment opportunities, and the
employment does not create unfair competition in terms of
labor costs or impair or lower working standards.
c. Terms and Conditions of Employment,
Arts. 75, 76
ART. 75. Learnership agreement. - Any employer
desiring to employ learners shall enter into a
learnership agreement with them, which agreement
shall include:
(a) The names and addresses of the learners;
(b) The duration of the learnership period, which
shall not exceed three (3) months;
(c) The wages or salary rates of the learners which
shall begin at not less than seventy-five percent
(75%) of the applicable minimum wage; and
(d) A commitment to employ the learners if they so
desire, as regular employees upon completion of
the learnership. All learners who have been allowed
or suffered to work during the first two (2) months
shall be deemed regular employees if training is
terminated by the employer before the end of the
stipulated period through no fault of the learners.
The learnership agreement shall be subject to
inspection by the Secretary of Labor and
Employment or his duly authorized representative.
ART. 76. Learners in piecework. - Learners
employed in piece or incentive-rate jobs during the
training period shall be paid in full for the work
done.
6. Differently-Abled Worker (Handicapped), RA
7277
a. Definition, RA 7277, Sec. 4 (a) (b) (c) (d)
Sec. 4. Definition of Terms. For purposes of
this Act, these terms are defined as follows:
(a) Disabled persons are those suffering from
restriction or different abilities, as a result of a
mental, physical or sensory impairment, to
Duman / Labor I / Prof. Battad / Page 59
 LABOR LAW 1 REVIEWER
perform an activity in the manner or within the
range considered normal for a human being;
(b) Impairment is any loss, diminution or
aberration of psychological, physiological, or
anatomical structure or function;
(c) Disability shall mean 1) a physical or mental
impairment that substantially limits one or more
psychological, physiological or anatomical
function of an individual or activities of such
individual; 2) a record of such an impairment; or
3) being regarded as having such an impairment;
(d) Handicap refers to a disadvantage for a given
individual, resulting from an impairment or a
disability, that limits or prevents the function or
activity, that is considered normal given the age
and sex of the individual;
b. Policy Declaration, RA 7277, Sec. 2
Sec. 2. Declaration of Policy The grant of the
rights and privileges for disabled persons shall be
guided by the following principles:
(a) Disabled persons are part of Philippine
society, thus the State shall give full support to
the improvement of the total well-being of
disabled persons and their integration into the
mainstream of society. Toward this end, the State
shall adopt policies ensuring the rehabilitation,
self-development and self-reliance of disabled
persons. It shall develop their skills and potentials
to enable them to compete favorably for available
opportunities.
(b) Disabled persons have the same rights as
other people to take their proper place in society.
They should be able to live freely and as
independently as possible. This must be the
concern of everyone the family, community and
all government and nongovernment
organizations. Disabled persons' rights must
never be perceived as welfare services by the
Government.
(c) The rehabilitation of the disabled persons shall
be the concern of the Government in order to
foster their capacity to attain a more meaningful,
productive and satisfying life. To reach out to a
greater number of disabled persons, the
rehabilitation services and benefits shall be
expanded beyond the traditional urban-based
centers to community based programs, that will
ensure full participation of different sectors as
supported by national and local government
agencies.
(d) The State also recognizes the role of the
private sector in promoting the welfare of
disabled persons and shall encourage partnership
in programs that address their needs and
concerns.
(e) To facilitate integration of disabled persons
into the mainstream of society, the State shall
advocate for and encourage respect for disabled
persons. The State shall exert all efforts to
remove all social, cultural, economic,
environmental and attitudinal barriers that are
prejudicial to disabled persons.
c. Coverage, RA 7277, Sec. 3
Sec. 3. Coverage. This Act shall cover all disabled
persons and, to the extent herein provided,
departments, offices and agencies of the National
Government or nongovernment organizations
involved in the attainment of the objectives of this
Act.
d. Rights and Privileges, RA 7277, Secs. 5, 6, 7
Sec. 5. Equal Opportunity for Employment. No
disable person shall be denied access to
opportunities for suitable employment. A qualified
disabled employee shall be subject to the same
terms and conditions of employment and the
same compensation, privileges, benefits, fringe
benefits, incentives or allowances as a qualified
able bodied person.
Five percent (5%) of all casual emergency and
contractual positions in the Departments of Social
Welfare and Development; Health; Education,
Culture and Sports; and other government
agencies, offices or corporations engaged in
social development shall be reserved for disabled
persons.
Sec. 6. Sheltered Employment If suitable
employment for disabled persons cannot be
found through open employment as provided in
the immediately preceding Section, the State shall
endeavor to provide it by means of sheltered
employment. In the placement of disabled
persons in sheltered employment, it shall accord
due regard to the individual qualities, vocational
goals and inclinations to ensure a good working
atmosphere and efficient production.
Sec. 7. Apprenticeship. Subject to the
provisions of the Labor Code as amended,
disabled persons shall be eligible as apprentices
or learners: Provided, That their handicap is not
as much as to effectively impede the performance
of job operations in the particular occupation for
which they are hired; Provided, further, That after
the lapse of the period of apprenticeship, if found
satisfactory in the job performance, they shall be
eligible for employment.
Bernardo v. NLRC & FEBTC, 310 SCRA
186 (1999)
Duman / Labor I / Prof. Battad / Page 60
 LABOR LAW 1 REVIEWER
e. Discrimination, RA 7277, Secs. 32, 33
Sec. 32. Discrimination on Employment. No
entity, whether public or private, shall
discriminate against a qualified disabled person
by reason of disability in regard to job application
procedures, the hiring, promotion, or discharge of
employees, employee compensation, job training,
and other terms, conditions, and privileges of
employment. The following constitute acts of
discrimination:
(a) Limiting, segregating or classifying a disabled
job applicant in such a manner that adversely
affects his work opportunities;
(b) Using qualification standards, employment
tests or other selection criteria that screen out or
tend to screen out a disabled person unless such
standards, tests or other selection criteria are
shown to be job-related for the position in
question and are consistent with business
necessity;
(c) Utilizing standards, criteria, or methods of
administration that:
(1) have the effect of discrimination on the basis
of disability; or
(2) perpetuate the discrimination of others who
are subject to common administrative control.
(d) Providing less compensation, such as salary,
wage or other forms of remuneration and fringe
benefits, to a qualified disabled employee, by
reason of his disability, than the amount to which
a non-disabled person performing the same work
is entitled;
(e) Favoring a non-disabled employee over a
qualified disabled employee with respect to
promotion, training opportunities, study and
scholarship grants, solely on account of the
latter's disability;
(f) Re-assigning or transferring a disabled
employee to a job or position he cannot perform
by reason of his disability;
(g) Dismissing or terminating the services of a
disabled employee by reason of his disability
unless the employer can prove that he impairs the
satisfactory performance of the work involved to
the prejudice of the business entity: Provided,
however, That the employer first sought to
provide reasonable accommodations for disabled
persons;
(h) Failing to select or administer in the most
effective manner employment tests which
accurately reflect the skills, aptitude or other
factor of the disabled applicant or employee that
such tests purports to measure, rather than the
impaired sensory, manual or speaking skills of
such applicant or employee, if any; and
(i) Excluding disabled persons from membership
in labor unions or similar organizations.
Sec. 33. Employment Entrance Examination.
Upon an offer of employment, a disabled
applicant may be subjected to medical
examination, on the following occasions:
(a) all entering employees are subjected to such
an examination regardless of disability;
(b) information obtained during the medical
condition or history of the applicant is collected
and maintained on separate forms and in separate
medical files and is treated as a confidential
medical record; Provided, however, That:
(1) supervisors and managers may be informed
regarding necessary restrictions on the work or
duties of the employees and necessary
accommodations;
(2) first aid and safety personnel may be informed,
when appropriate, if the disability may require
emergency treatment;
(3) government officials investigating compliance
with this Act shall be provided relevant
information on request; and
(4) the results of such examination are used only
in accordance with this Act.
f. Enforcement, Secs. 44, 45, 46
Sec. 44. Enforcement by the Secretary of Justice.
(a) Denial of Right
(1) Duty to Investigate the Secretary of Justice
shall investigate alleged violations of this Act, and
shall undertake periodic reviews of compliance of
covered entities under this Act.
(b) Potential Violations If the Secretary of
Justice has reasonable cause to believe that
(1) any person or group of persons is engaged in
a pattern or practice of discrimination under this
Act; or
Duman / Labor I / Prof. Battad / Page 61
 LABOR LAW 1 REVIEWER
(2) any person or group or persons has been
discriminated against under this Act and such
discrimination raises an issue of general public
importance, the Secretary of Justice may
commence a legal action in any appropriate
court.
Sec. 45. Authority of Court. The court may
grant any equitable relief that such court
considers to be appropriate, including, to the
extent required by this Act:
(a) granting temporary, preliminary or permanent
relief;
(b) providing an auxiliary aid or service,
modification of policy, practice or procedure, or
alternative method; and
(c) making facilities readily accessible to and
usable by individuals with disabilities.
Sec. 46. Penal Clause. (a) Any person who
violates any provision of this Act shall suffer the
following penalties:
(1) for the first violation, a fine of not less than
Fifty thousand pesos (P50,000.00) but not
exceeding One hundred thousand pesos
(P100,000.00) or imprisonment of not less than six
(6) months but not more than two (2) years, or
both at the discretion of the court; and
(2) for any subsequent violation, a fine of not less
than One hundred thousand pesos (P100,000.00)
but not exceeding Two hundred thousand pesos
(P200,000.00) or imprisonment for not less than
two (2) years but not more than six (6) years, or
both at the discretion of the court.
(b) Any person who abuses the privileges granted
herein shall be punished with imprisonment of not
less than six (6) months or a fine of not less than
Five thousand pesos (P5,000.00), but not more
than Fifty thousand pesos (P50,000.00), or both, at
the discretion of the court.
(c) If the violator is a corporation, organization or
any similar entity, the officials thereof directly
involved shall be liable therefor.
(d) If the violator is an alien or a foreigner, he shall
be deported immediately after service of sentence
without further deportation proceedings.
NOTES:
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
Habol:
Alien Employment Regulation
Reference: Arts. 12 (e), 40-42; Omnibus Rules, Book I, Rule
XIV, DO 12, 16 Nov. 2001; Omnibus Guidelines for Issuance
of Employment Permits to Foreign Nationals); Const., Art.
XII, Sec. 12
Labor Code
Art. 12 (e) To regulate the employment of aliens, including
the establishment of a registration and/or work permit
system;
ART. 40. Employment permit of non-resident aliens. - Any
alien seeking admission to the Philippines for employment
purposes and any domestic or foreign employer who desires
to engage an alien for employment in the Philippines shall
obtain an employment permit from the Department of Labor.
The employment permit may be issued to a non-resident
alien or to the applicant employer after a determination of
the non-availability of a person in the Philippines who is
competent, able and willing at the time of application to
perform the services for which the alien is desired.
Duman / Labor I / Prof. Battad / Page 62
 LABOR LAW 1 REVIEWER
For an enterprise registered in preferred areas of
investments, said employment permit may be issued upon
recommendation of the government agency charged with
the supervision of said registered enterprise.
ART. 41. Prohibition against transfer of employment. - (a)
After the issuance of an employment permit, the alien shall
not transfer to another job or change his employer without
prior approval of the Secretary of Labor.
(b) Any non-resident alien who shall take up employment in
violation of the provision of this Title and its implementing
rules and regulations shall be punished in accordance with
the provisions of Articles 289 and 290 of the Labor Code.
In addition, the alien worker shall be subject to deportation
after service of his sentence.
ART. 42. Submission of list. - Any employer employing non-
resident foreign nationals on the effective date of this Code
shall submit a list of such nationals to the Secretary of Labor
within thirty (30) days after such date indicating their
names, citizenship, foreign and local addresses, nature of
employment and status of stay in the country. The Secretary
of Labor shall then determine if they are entitled to an
employment permit.
Omnibus Rules, Book I, Rule XIV
RULE XIV
Employment of Aliens
SECTION 1. Coverage. This Rule shall apply to all aliens
employed or seeking employment in the Philippines, and
their present or prospective employers.
SECTION 2. Submission of list. All employers employing
foreign nationals, whether resident or non-resident shall
submit a list of such nationals to the Bureau indicating their
names, citizenship, foreign and local addresses; nature of
employment and status of stay in the Philippines.
SECTION 3. Registration of resident aliens. All employed
resident aliens shall register with the Bureau under such
guidelines as may be issued by it.
SECTION 4. Employment permit required for entry. No
alien seeking employment, whether on resident or non-
resident status, may enter the Philippines without first
securing an employment permit from the Department of
Labor and Employment. If an alien enters the country under
a non-working visa and wishes to be employed thereafter,
he may only be allowed to be employed upon presentation
of a duly approved employment permit.
SECTION 5. Requirements for employment permit
application. The application for an employment permit
shall be accompanied by the following:
(a) Curriculum vitae duly signed by the applicant indicating
his educational background, his work experience and other
data showing that he possesses high technical skills in his
trade or profession;
(b) Contract of employment between the employer and the
principal which shall embody the following, among others:
(1) That the non-resident alien worker shall comply with all
applicable laws and rules and regulations of the Philippines;
(2) That the non-resident alien worker and the employer
shall bind themselves to train at least two (2) Filipino
understudies for a period to be determined by the Secretary
of Labor and Employment; and
(3) That he shall not engage in any gainful employment
other than that for which he was issued a permit.
(c) A designation by the employer of at least two (2)
understudies for every alien worker. Such understudies must
be the most ranking regular employees in the section or
department for which the expatriates are being hired to
ensure the actual transfer of technology.
SECTION 6. Issuances of employment permit. The
Secretary of Labor and Employment may issue an
employment permit to the applicant based on:
a) Compliance by the applicant and his employer with the
requirements of Section 2 hereof;
b) Report of the Bureau Director as to the availability or non-
availability of any person in the Philippines who is
competent, able, and willing to do the job for which the
services of the applicant are desired;
c) His assessment as to whether or not the employment of
the applicant will redound to the national interest;
d) Admissibility of the alien as certified by the Commission
on Immigration and Deportation;
e) The recommendation of the Board of Investments or
other appropriate government agencies if the applicant will
be employed in preferred areas of investments or in
accordance with imperatives of economic developments; and
f) Payments of a P100.00 fee.
SECTION 7. Duration of employment permit. Subject to
renewal upon showing of good cause, the employment
permit shall be valid for a minimum period of one (1) year
starting from the date of its issuance unless sooner revoked
by the Secretary of Labor and Employment for violation of
any provisions of the Code or of these Rules.
SECTION 8. Advice to Commission on Immigration and
Deportation. The Bureau shall advice the Commission on
Immigration and Deportation on the issuance of an
employment permit to an applicant.
SECTION 9. Understudy Training Program. The employer
shall submit a training program for his understudies to the
Bureau within thirty (30) days upon arrival of the alien
workers. The supervision of the training program shall be
the responsibility of the Bureau and shall be in accordance
with standards established by the Secretary of Labor and
Employment.
Omnibus Guidelines for Issuance of Employment
Permits to Foreign Nationals DO 12, November 12,
2001.
DEPARTMENT ORDER NO. 12
(Series of 2001)
.
.
OMNIBUS GUIDELINES FOR THE ISSUANCE OF
EMPLOYMENT PERMITS TO FOREIGN
NATIONALS.
Duman / Labor I / Prof. Battad / Page 63
 LABOR LAW 1 REVIEWER
. having jurisdiction over the intended place of
. work.
Pursuant to the provisions of Articles 5 and 40 of
P. D. 442, as amended, the provisions of Rule XIV,
Book I of its Implementing Rules and Regulations,
Section 17(5), Chapter 4, Title VII of the
Administrative Code of 1987, the following
Omnibus Guidelines for the issuance of
Employment Permits are hereby promulgated:
Rule I
Coverage and Exemption
1. The following shall apply for Alien Employment
Permit (AEP):
1.1. All foreign nationals seeking admission to the
Philippines for the purpose of employment;
1.2. Missionaries or religious workers who intend
to engage in gainful employment;
1.3. Holders of Special Investors Resident Visa
(SIRV), Special Retirees Resident Visa (SRRV),
Treaty Traders Visa (9d) or Special Non-immigrant
Visa (47(a)2), who occupy any executive, advisory,
supervisory, or technical position in any
establishment;
1.4. Agencies, organizations or individuals
whether public or private, who secure the
services of foreign professionals to practice their
professions in the Philippines in the Philippines
under reciprocity and other international
agreements;
1.5. Non-Indo-Chinese Refugees who are asylum
seekers and given refugee status by the United
Nations High Commissioner on Refugees
(UNHCR) or the Department of Justice under DOJ
Department Order No. 94, series of 1998;
1.6. Resident foreign nationals seeking
employment in the Philippines.
2. Exemption. The following categories of foreign
nationals are exempt from securing an
employment permit in order to work in the
Philippines.
2.1 All members of the diplomatic services and
foreign government officials accredited by the
Philippine Government;
2.2 Officers and staff of international
organizations of which the Philippine government
is a cooperating member, and their legitimate
spouse desiring to work in the Philippines;
2.3 Foreign nationals elected as members of the
Governing board who do not occupy any other
position, but have only voting rights in the
corporation; and
2.4 All foreign nationals granted exemption by
special laws and all other laws that may be
promulgated by the Congress.
Rule II
Procedures in the Processing of Applications for
AEP
1. All foreign nationals seeking employment in the
Philippines under Rule 1 hereof or their
prospective employers, shall file their
applications with the DOLE Regional Office
2. Fees - The applicant shall pay filing, publication
and permit fees in the amount of Eight thousand
pesos (P8,000.00) for each application for AEP
with a validity of one (1) year. Three thousand
pesos (P3,000.00) shall be charged for every
additional year of validity or a fraction thereof.
3. An AEP shall be issued based on the following:
3.1. Compliance bye the applicant employer or the
foreign national with the substantive and
documentary requirements;
3.2. Determination of the DOLE Secretary that
there is no Filipino national who is competent,
able and willing to do the job for which the
services of the applicant is desired;
3.3. Assessment of the DOLE Secretary that the
employment of the foreign national will redound
to national benefit;
4. Denial of Application for AEP - An application
for AEP may be denied based on the ground of
non-compliance with any of the requirements for
issuance of AEP or for misrepresentation of facts
in the application or submission of falsified or
tampered documents.
Foreign nationals whose applications have been
denied shall not be allowed to re-apply in any of
the DOLE Regional Offices.
5. Renewal of Permit - An application for renewal
of AEP shall be filed at least fifteen (15) days
before its expiration. For elective officers,
applications for renewal shall be filed upon
election or at least thirty (30) days before the
effectivity of the applicant's term of office if the
succeeding term of office is ascertained.
Failure to file the application for renewal of permit
within the prescribed period shall be subject to
fines of Five Thousand Pesos (5,000.00), if filed
within six (6) months after the prescribed period
and Ten Thousand Pesos (10,000.00), if filed after
six (6) months. Failure to renew the AEP within
one (1) year after its expiration shall be a cause
for its revocation or cancellation.
6. The employer shall notify the DOLE-RO which
issued the permit of the date of the assumption to
duty of the foreign national within thirty (30) days
from issuance of the permit.
7. Validity of Permits - The validity of permits shall
be as follows:
7.1. As a general rule, the validity of permits shall
be for a period of one (1) year, unless the
employment contract, consultancy services, or
other modes of engagement or term of office for
elective officers, provides for a longer period.
7.2. The effectivity of the renewal shall be on the
Duman / Labor I / Prof. Battad / Page 64
 LABOR LAW 1 REVIEWER
day after the expiration of the previous permit,
regardless of whether or not the renewal is
granted before or after the expiration of the
previous permit.
7.3. As a general rule, the permits shall be valid
only for the position and the employer for which it
was issued, except in case of foreign nationals
who are holders of multiple positions in one
corporation, where one AEP shall be valid for
such multiple positions.
7.4. The permits of resident foreign nationals shall
be valid for multiple employers, regardless of the
nature and duration of their employment,
provided that they shall report changes in their
employment status and the identity of their
employers to the DOLE Regional Office which has
issued the permit.
Rule III
Revocation/Cancellation of Employment Permits
Issued
1. The permits issued may, motu proprio or upon
a petition, be cancelled or revoked based on any
of the following grounds:
1.1 Misrepresentation of facts or falsification of
the documents submitted;
1.2 The foreign national has been declared as an
undesirable alien by competent authorities;
1.3 Non-compliance with the conditions for which
the AEP was issued;
1.4 Failure to renew AEP within one (1) year after
its expiration.
2. Petitions for cancellation or revocation of
permits issued shall be resolved within thirty (30)
calendars from receipt thereof.
3. Any aggrieved party may file a Motion for
Reconsideration and/or Appeal and the same shall
be resolved based on Paragraph 4 of this Rule.
4. Remedies in Case of Denial or Cancellation - A
Motion for Reconsideration maybe filed by an
aggrieved party within seven (7) calendar days
after receipt of the Order of Denial/Cancellation.
The DOLE Regional Director shall resolve the said
Motion for Reconsideration within ten (10)
calendar days from receipt thereof.
A motion for Reconsideration filed after the period
of seven (7) calendar days but within ten (10)
calendar days after receipt of the denial shall be
treated as an appeal.
An appeal from the decision of the DOLE Regional
Director may be filed with the Secretary of labor
and Employment within ten (10) calendar days
from receipt of an Order from the DOLE Regional
Director. The decision of the Secretary of Labor
and Employment shall be final and unappealable.
Rule IV
Penal and Transitory Provisions
1. The DOLE Regional Directors, after due notice
and hearing, shall have the power to order and
impose a fine of Five Thousand Pesos (P5,000.00)
on foreign nationals found working without an
AEP for less than one (1) year and Ten Thousand
Pesos (P10,000.00) for more than one (1) year.
2. All applications for employment
permit/certificates pending at the DOLE-RO upon
the effectivity of these Guidelines shall be
covered and processed under the provisions of
these Guidelines.
3. Holders of provisional and extended AEPs
issued under Memorandum dated 24 August 2001
regarding Alternative Interim Measures for the
Issuance of Alien Employment Permits, shall
apply for an AEP pursuant to these Guidelines on
or before the expiration of the provisional and
extended AEP.
4. Foreign nationals who are already working in
the country and who have not yet secured the
requisite employment permit shall have ninety
(90) days from the effectivity of these Guidelines
to secure the said employment permit without
penalty.
Rule V
Miscellaneous Provisions
1. Manual of Operations. - The Bureau of Local
Employment shall issue a Manual of Operations to
implement the provisions of these Guidelines.
2. Separability Clause. - If any provision or part of
this Department Order or the application thereof
to any person or circumstance is held invalid by
the Courts, the remaining valid provisions of this
Department Order shall not be affected.
3. Repealing Clause. - All guidelines, rules and
regulations and agreements inconsistent herewith
are hereby repealed or modified accordingly.
4. Effectivity. - These guidelines shall take effect
fifteen (15) days after its publication in two (2)
newspapers of general circulation.
Constitution, Art. XII, Sec. 12
Section 12. The State shall promote the preferential
use of Filipino labor, domestic materials and locally
produced goods, and adopt measures that help make
them competitive.
F. Conditions of Work
Reference: Arts. 82-90; Omnibus Rules, Book III, Rules l,
lA, ll
Title I
WORKING CONDITIONS
AND REST PERIODS
Duman / Labor I / Prof. Battad / Page 65
 LABOR LAW 1 REVIEWER
Chapter I
HOURS OF WORK
ART. 82. Coverage. - The provisions of this Title shall
apply to employees in all establishments and
undertakings whether for profit or not, but not to
government employees, managerial employees, field
personnel, members of the family of the employer
who are dependent on him for support, domestic
helpers, persons in the personal service of another,
and workers who are paid by results as determined by
the Secretary of Labor in appropriate regulations.
As used herein, "managerial employees" refer to
those whose primary duty consists of the
management of the establishment in which they are
employed or of a department or subdivision thereof,
and to other officers or members of the managerial
staff.
"Field personnel" shall refer to non-agricultural
employees who regularly perform their duties away
from the principal place of business or branch office of
the employer and whose actual hours of work in the
field cannot be determined with reasonable certainty.
ART. 83. Normal hours of work. - The normal hours of
work of any employee shall not exceed eight (8) hours
a day.
Health personnel in cities and municipalities with a
population of at least one million (1,000,000) or in
hospitals and clinics with a bed capacity of at least
one hundred (100) shall hold regular office hours for
eight (8) hours a day, for five (5) days a week,
exclusive of time for meals, except where the
exigencies of the service require that such personnel
work for six (6) days or forty-eight (48) hours, in which
case, they shall be entitled to an additional
compensation of at least thirty percent (30%) of their
regular wage for work on the sixth day. For purposes
of this Article, "health personnel" shall include resident
physicians, nurses, nutritionists, dietitians,
pharmacists, social workers, laboratory technicians,
paramedical technicians, psychologists, midwives,
attendants and all other hospital or clinic personnel.
ART. 84. Hours worked. - Hours worked shall include
(a) all time during which an employee is required to
be on duty or to be at a prescribed workplace; and (b)
all time during which an employee is suffered or
permitted to work.
Rest periods of short duration during working hours
shall be counted as hours worked.
ART. 85. Meal periods. - Subject to such regulations
as the Secretary of Labor may prescribe, it shall be
the duty of every employer to give his employees not
less than sixty (60) minutes time-off for their regular
meals.
ART. 86. Night shift differential. - Every employee
shall be paid a night shift differential of not less than
ten percent (10%) of his regular wage for each hour of
work performed between ten oclock in the evening
and six oclock in the morning.
ART. 87. Overtime work. - Work may be performed
beyond eight (8) hours a day provided that the
employee is paid for the overtime work, an additional
compensation equivalent to his regular wage plus at
least twenty-five percent (25%) thereof. Work
performed beyond eight hours on a holiday or rest
day shall be paid an additional compensation
equivalent to the rate of the first eight hours on a
holiday or rest day plus at least thirty percent (30%)
thereof.
ART. 88. Undertime not offset by overtime. -
Undertime work on any particular day shall not be
offset by overtime work on any other day. Permission
given to the employee to go on leave on some other
day of the week shall not exempt the employer from
paying the additional compensation required in this
Chapter.
ART. 89. Emergency overtime work. - Any employee
may be required by the employer to perform overtime
work in any of the following cases:chan robles virtual
law library
(a) When the country is at war or when any other
national or local emergency has been declared by the
National Assembly or the Chief Executive;
(b) When it is necessary to prevent loss of life or
property or in case of imminent danger to public
safety due to an actual or impending emergency in
the locality caused by serious accidents, fire, flood,
typhoon, earthquake, epidemic, or other disaster or
calamity;
(c) When there is urgent work to be performed on
machines, installations, or equipment, in order to
avoid serious loss or damage to the employer or
some other cause of similar nature;
(d) When the work is necessary to prevent loss or
damage to perishable goods; and
(e) Where the completion or continuation of the work
started before the eighth hour is necessary to prevent
serious obstruction or prejudice to the business or
operations of the employer.
Any employee required to render overtime work under
this Article shall be paid the additional compensation
required in this Chapter.
ART. 90. Computation of additional compensation. -
For purposes of computing overtime and other
additional remuneration as required by this Chapter,
the "regular wage" of an employee shall include the
cash wage only, without deduction on account of
facilities provided by the employer.
BOOK THREE
Conditions of Employment
RULE I
Hours of Work
Duman / Labor I / Prof. Battad / Page 66
 LABOR LAW 1 REVIEWER
SECTION 1. General statement on coverage. The
provisions of this Rule shall apply to all employees in
all establishments and undertakings, whether
operated for profit or not, except to those specifically
exempted under Section 2 hereof.
SECTION 2. Exemption. The provisions of this
Rule shall not apply to the following persons if they
qualify for exemption under the conditions set forth
herein:
(a) Government employees whether employed by the
National Government or any of its political
subdivision, including those employed in government-
owned and/or controlled corporations;
(b) Managerial employees, if they meet all of the
following conditions:
(1) Their primary duty consists of the management of
the establishment in which they are employed or of a
department or sub-division thereof.
(2) They customarily and regularly direct the work of
two or more employees therein.
(3) They have the authority to hire or fire employees
of lower rank; or their suggestions and
recommendations as to hiring and firing and as to the
promotion or any other change of status of other
employees, are given particular weight.
(c) Officers or members of a managerial staff if they
perform the following duties and responsibilities:
(1) The primary duty consists of the performance of
work directly related to management policies of their
employer;
(2) Customarily and regularly exercise discretion and
independent judgment; and
(3) (i) Regularly and directly assist a proprietor or a
managerial employee whose primary duty consists of
the management of the establishment in which he is
employed or subdivision thereof; or (ii) execute under
general supervision work along specialized or
technical lines requiring special training, experience,
or knowledge; or (iii) execute, under general
supervision, special assignments and tasks; and
(4) Who do not devote more than 20 percent of their
hours worked in a work week to activities which are
not directly and closely related to the performance of
the work described in paragraphs (1), (2) and (3)
above.
(d) Domestic servants and persons in the personal
service of another if they perform such services in the
employer's home which are usually necessary or
desirable for the maintenance and enjoyment thereof,
or minister to the personal comfort, convenience, or
safety of the employer as well as the members of his
employer's household.
(e) Workers who are paid by results, including those
who are paid on piece-work, "takay," "pakiao" or task
basis, and other non-time work if their output rates are
in accordance with the standards prescribed under
Section 8, Rule VII, Book Three of these regulations,
or where such rates have been fixed by the Secretary
of Labor and Employment in accordance with the
aforesaid Section.
(f) Non-agricultural field personnel if they regularly
perform their duties away from the principal or branch
office or place of business of the employer and whose
actual hours of work in the field cannot be determined
with reasonable certainty.
SECTION 3. Hours worked. The following shall be
considered as compensable hours worked:
(a) All time during which an employee is required to
be on duty or to be at the employer's premises or to
be at a prescribed work place; and
(b) All time during which an employee is suffered or
permitted to work.
SECTION 4. Principles in determining hours worked.
The following general principles shall govern in
determining whether the time spent by an employee is
considered hours worked for purposes of this Rule:
(a) All hours are hours worked which the employee is
required to give his employer, regardless of whether
or not such hours are spent in productive labor or
involve physical or mental exertion.
(b) An employee need not leave the premises of the
work place in order that his rest period shall not be
counted, it being enough that he stops working, may
rest completely and may leave his work place, to go
elsewhere, whether within or outside the premises of
his work place.
(c) If the work performed was necessary, or it
benefited the employer, or the employee could not
abandon his work at the end of his normal working
hours because he had no replacement, all time spent
for such work shall be considered as hours worked, if
the work was with the knowledge of his employer or
immediate supervisor.
(d) The time during which an employee is inactive by
reason of interruptions in his work beyond his control
shall be considered working time either if the
imminence of the resumption of work requires the
employee's presence at the place of work or if the
interval is too brief to be utilized effectively and
gainfully in the employee's own interest.
SECTION 5. Waiting time. (a) Waiting time spent
by an employee shall be considered as working time if
waiting is an integral part of his work or the employee
is required or engaged by the employer to wait.
(b) An employee who is required to remain on call in
the employer's premises or so close thereto that he
cannot use the time effectively and gainfully for his
Duman / Labor I / Prof. Battad / Page 67
 LABOR LAW 1 REVIEWER
own purpose shall be considered as working while on
call. An employee who is not required to leave word at
his home or with company officials where he may be
reached is not working while on call.
SECTION 6. Lectures, meetings, training programs.
Attendance at lectures, meetings, training
programs, and other similar activities shall not be
counted as working time if all of the following
conditions are met:
(a) Attendance is outside of the employee's regular
working hours;
(b) Attendance is in fact voluntary; and
(c) The employee does not perform any productive
work during such attendance.
SECTION 7. Meal and Rest Periods. Every
employer shall give his employees, regardless of sex,
not less than one (1) hour time-off for regular meals,
except in the following cases when a meal period of
not less than twenty (20) minutes may be given by the
employer provided that such shorter meal period is
credited as compensable hours worked of the
employee:
(a) Where the work is non-manual work in nature or
does not involve strenuous physical exertion;
(b) Where the establishment regularly operates not
less than sixteen (16) hours a day;
(c) In case of actual or impending emergencies or
there is urgent work to be performed on machineries,
equipment or installations to avoid serious loss which
the employer would otherwise suffer; and
(d) Where the work is necessary to prevent serious
loss of perishable goods.
Rest periods or coffee breaks running from five (5) to
twenty (20) minutes shall be considered as
compensable working time.
SECTION 8. Overtime pay. Any employee covered
by this Rule who is permitted or required to work
beyond eight (8) hours on ordinary working days shall
be paid an additional compensation for the overtime
work in the amount equivalent to his regular wage
plus at least twenty-five percent (25%) thereof.
SECTION 9. Premium and overtime pay for holiday
and rest day work. (a) Except employees referred
to under Section 2 of this Rule, an employee who is
permitted or suffered to work on special holidays or
on his designated rest days not falling on regular
holidays, shall be paid with an additional
compensation as premium pay of not less than thirty
percent (30%) of his regular wage. For work
performed in excess of eight (8) hours on special
holidays and rest days not falling on regular holidays,
an employee shall be paid an additional
compensation for the overtime work equivalent to his
rate for the first eight hours on a special holiday or
rest day plus at least thirty percent (30%) thereof.
(b) Employees of public utility enterprises as well as
those employed in non-profit institutions and
organizations shall be entitled to the premium and
overtime pay provided herein, unless they are
specifically excluded from the coverage of this Rule
as provided in Section 2 hereof.
(c) The payment of additional compensation for work
performed on regular holidays shall be governed by
Rule IV, Book Three, of these Rules.
SECTION 10. Compulsory overtime work. In any of
the following cases, an employer may require any of
his employees to work beyond eight (8) hours a day,
provided that the employee required to render
overtime work is paid the additional compensation
required by these regulations:
(a) When the country is at war or when any other
national or local emergency has been declared by
Congress or the Chief Executive;
(b) When overtime work is necessary to prevent loss
of life or property, or in case of imminent danger to
public safety due to actual or impending emergency in
the locality caused by serious accident, fire, floods,
typhoons, earthquake, epidemic or other disaster or
calamities;
(c) When there is urgent work to be performed on
machines, installations, or equipment, in order to
avoid serious loss or damage to the employer or
some other causes of similar nature;
(d) When the work is necessary to prevent loss or
damage to perishable goods;
(e) When the completion or continuation of work
started before the 8th hour is necessary to prevent
serious obstruction or prejudice to the business or
operations of the employer; or
(f) When overtime work is necessary to avail of
favorable weather or environmental conditions where
performance or quality of work is dependent thereon.
In cases not falling within any of these enumerated in
this Section, no employee may be made to work
beyond eight hours a day against his will.
RULE I-A
Hours of Work of Hospital and Clinic Personnel
SECTION 1. General statement on coverage. This
Rule shall apply to:
(a) All hospitals and clinics, including those with a bed
capacity of less than one hundred (100) which are
situated in cities or municipalities with a population of
one million or more; and
Duman / Labor I / Prof. Battad / Page 68
 LABOR LAW 1 REVIEWER
(b) All hospitals and clinics with a bed capacity of at
least one hundred (100), irrespective of the size of the
population of the city or municipality where they may
be situated.
SECTION 2. Hospitals or clinics within the meaning of
this Rule. The terms "hospitals" and "clinics" as
used in this Rule shall mean a place devoted primarily
to the maintenance and operation of facilities for the
diagnosis, treatment and care of individuals suffering
from illness, disease, injury, or deformity, or in need of
obstetrical or other medical and nursing care. Either
term shall also be construed as any institution,
building, or place where there are installed beds, or
cribs, or bassinets for twenty-four (24) hours use or
longer by patients in the treatment of disease, injuries,
deformities, or abnormal physical and mental states,
maternity cases or sanitorial care; or infirmaries,
nurseries, dispensaries, and such other similar names
by which they may be designated.
SECTION 3. Determination of bed capacity and
population. (a) For purposes of determining the
applicability of this Rule, the actual bed capacity of
the hospital or clinic at the time of such determination
shall be considered, regardless of the actual or bed
occupancy. The bed capacity of hospital or clinic as
determined by the Bureau of Medical Services
pursuant to Republic Act No. 4226, otherwise known
as the Hospital Licensure Act, shall prima facie be
considered as the actual bed capacity of such hospital
or clinic.
(b) The size of the population of the city or
municipality shall be determined from the latest official
census issued by the Bureau of the Census and
Statistics.
SECTION 4. Personnel covered by this Rule. This
Rule applies to all persons employed by any private
or public hospital or clinic mentioned in Section 1
hereof, and shall include, but not limited to, resident
physicians, nurses, nutritionists, dieticians,
pharmacists, social workers, laboratory technicians
paramedical technicians, psychologists, midwives,
and attendants.
SECTION 5. Regular working hours. The regular
working hours of any person covered by this Rule
shall not be more than eight (8) hours in any one day
nor more than forty (40) hours in any one week.
For purposes of this Rule a "day" shall mean a work
day of twenty-four (24) consecutive hours beginning
at the same time each calendar year. A "week" shall
mean the work of 168 consecutive hours, or seven
consecutive 24-hour work days, beginning at the
same hour and on the same calendar day each
calendar week.
SECTION 6. Regular working days. The regular
working days of covered employees shall not be more
than five days in a work week. The work week may
begin at any hour and on any day, including Saturday
or Sunday, designated by the employer.
Employers are not precluded from changing the time
at which the work day or work week begins, provided
that the change is not intended to evade the
requirements of this Rule.
SECTION 7. Overtime work. Where the exigencies
of the service so require as determined by the
employer, any employee covered by this Rule may be
scheduled to work for more than five (5) days or forty
(40) hours a week, provided that the employee is paid
for the overtime work an additional compensation
equivalent to his regular wage plus at least thirty
percent (30%) thereof, subject to the provisions of this
Book on the payment of additional compensation for
work performed on special and regular holidays and
on rest days.
SECTION 8. Hours worked. In determining the
compensable hours of work of hospital and clinic
personnel covered by this Rule, the pertinent
provisions of Rule 1 of this Book shall apply.
SECTION 9. Additional compensation. Hospital
and clinic personnel covered by this Rule, with the
exception of those employed by the Government,
shall be entitled to an additional compensation for
work performed on regular and special holidays and
rest days as provided in this Book. Such employees
shall also be entitled to overtime pay for services
rendered in excess of forty hours a week, or in excess
of eight hours a day, whichever will yield the higher
additional compensation to the employee in the work
week.
SECTION 10. Relation to Rule I. All provisions of
Rule I of this Book which are not inconsistent with this
Rule shall be deemed applicable to hospital and clinic
personnel.
RULE II
Night Shift Differential
SECTION 1. Coverage. This Rule shall apply to all
employees except:
(a) Those of the government and any of its political
subdivisions, including government-owned and/or
controlled corporations;
(b) Those of retail and service establishments
regularly employing not more than five (5) workers;
(c) Domestic helpers and persons in the personal
service of another;
(d) Managerial employees as defined in Book Three
of this Code;
(e) Field personnel and other employees whose time
and performance is unsupervised by the employer
including those who are engaged on task or contract
basis, purely commission basis, or those who are paid
a fixed amount for performing work irrespective of the
time consumed in the performance thereof.
Duman / Labor I / Prof. Battad / Page 69
 LABOR LAW 1 REVIEWER
SECTION 2. Night shift differential. An employee
shall be paid night shift differential of no less than ten
per cent (10%) of his regular wage for each hour of
work performed between ten o'clock in the evening
and six o'clock in the morning.
b.
SECTION 3. Additional compensation. Where an
employee is permitted or suffered to work on the
period covered after his work schedule, he shall be
entitled to his regular wage plus at least twenty-five
per cent (25%) and an additional amount of no less
than ten per cent (10%) of such overtime rate for each
hour or work performed between 10 p.m. to 6 a.m.
SECTION 4. Additional compensation on scheduled
rest day/special holiday. An employee who is
required or permitted to work on the period covered
during rest days and/or special holidays not falling on
regular holidays, shall be paid a compensation
equivalent to his regular wage plus at least thirty
(30%) per cent and an additional amount of not less
than ten (10%) per cent of such premium pay rate for
each hour of work performed.
SECTION 5. Additional compensation on regular
holidays. For work on the period covered during
regular holidays, an employee shall be entitled to his
regular wage during these days plus an additional
compensation of no less than ten (10%) per cent of
such premium rate for each hour of work performed.
SECTION 6. Relation to agreements. Nothing in
this Rule shall justify an employer in withdrawing or
reducing any benefits, supplements or payments as
provided in existing individual or collective
agreements or employer practice or policy.
1. Hours of Work
a. Regulation; Rationale
Manila Terminal Co. Inc. v. CIR, 91
Phil. 625 (1952)
Coverage/Exemptions, Art. 82, 276; Rule l,
Sec.s 1-4
(See Above)
1) Government Employees, Const., Art. IX-B, Sec.
2(1)
ARTICLE IX B. THE CIVIL SERVICE
COMMISSION
Section 2. (1) The civil service embraces all
branches, subdivisions, instrumentalities, and
agencies of the Government, including government-
owned or controlled corporations with original
charters.
2) Managerial Employees, Art. 82; Rule I, Sec. 2 (b)
(c)
(b) Managerial employees, if they meet all of the
following conditions:
(1) Their primary duty consists of the management of
the establishment in which they are employed or of a
department or sub-division thereof.
(2) They customarily and regularly direct the work of
two or more employees therein.
(3) They have the authority to hire or fire employees
of lower rank; or their suggestions and
recommendations as to hiring and firing and as to the
promotion or any other change of status of other
employees, are given particular weight.
(c) Officers or members of a managerial staff if they
perform the following duties and responsibilities:
(1) The primary duty consists of the performance of
work directly related to management policies of their
employer;
(2) Customarily and regularly exercise discretion and
independent judgment; and
(3) (i) Regularly and directly assist a proprietor or a
managerial employee whose primary duty consists of
the management of the establishment in which he is
employed or subdivision thereof; or (ii) execute under
general supervision work along specialized or
technical lines requiring special training, experience,
or knowledge; or (iii) execute, under general
supervision, special assignments and tasks; and
(4) Who do not devote more than 20 percent of their
hours worked in a work week to activities which are
not directly and closely related to the performance of
the work described in paragraphs (1), (2) and (3)
above.
Duman / Labor I / Prof. Battad / Page 70
 LABOR LAW 1 REVIEWER

Asia Pacific Christening, Inc. v. Farolan, 393 SCRA 454

(2004)
3) Field Personnel, Art. 82; Rule I, Sec. 2 (f)

Merdicar Fishing Corp v. NLRC, 297

SCRA 440 (1998)

Charlito Peranda v. Baganga Plywood Corp., et al., G.R.

159577, May 3, 2006
Auto Bus Transport Systems, Inc.
v. Bautista, 458 SCRA 578 (2005)

Duman / Labor I / Prof. Battad / Page 71

 LABOR LAW 1 REVIEWER

4) Dependent Family Members

5) Domestic Helpers, Art. 141, 145; Rule I, Sec. 2 (d)

c. Normal Hours of Work, Art. 83
Chapter III
EMPLOYMENT OF HOUSEHELPERS
ART. 141. Coverage. - This Chapter shall apply to all persons
ART. 83. Normal hours of work. - The normal hours of work
rendering services in households for compensation.
of any employee shall not exceed eight (8) hours a day.

"Domestic or household service" shall mean service in the

employers home which is usually necessary or desirable for
the maintenance and enjoyment thereof and includes
ministering to the personal comfort and convenience of the
members of the employers household, including services of
family drivers.
ART. 145. Assignment to non-household work. - No
househelper shall be assigned to work in a commercial,
industrial or agricultural enterprise at a wage or salary rate
lower than that provided for agricultural or non-agricultural
workers as prescribed herein.
(d) Domestic servants and persons in the personal
service of another if they perform such services in the
employer's home which are usually necessary or
desirable for the maintenance and enjoyment thereof,
or minister to the personal comfort, convenience, or
safety of the employer as well as the members of his
employer's household.
Health personnel in cities and municipalities with a
population of at least one million (1,000,000) or in hospitals
and clinics with a bed capacity of at least one hundred (100)
shall hold regular office hours for eight (8) hours a day, for
five (5) days a week, exclusive of time for meals, except
where the exigencies of the service require that such
personnel work for six (6) days or forty-eight (48) hours, in
which case, they shall be entitled to an additional
compensation of at least thirty percent (30%) of their
regular wage for work on the sixth day. For purposes of this
Article, "health personnel" shall include resident physicians,
nurses, nutritionists, dietitians, pharmacists, social workers,
laboratory technicians, paramedical technicians,
psychologists, midwives, attendants and all other hospital or
clinic personnel.
d. Compensable Hours of Work In general
1) On Duty, Art. 84 (a); Rule I, Sec. 3 (a), Sec. 4 (a)

6) Persons in the Personal Service of Another, Rule I, Sec. 2 (d)
(d) Domestic servants and persons in the personal
service of another if they perform such services in the
employer's home which are usually necessary or
desirable for the maintenance and enjoyment thereof,
or minister to the personal comfort, convenience, or
safety of the employer as well as the members of his
employer's household.
ART. 84. Hours worked. - Hours worked shall include (a) all
time during which an employee is required to be on duty or
to be at a prescribed workplace; and (b) all time during
which an employee is suffered or permitted to work.
Rest periods of short duration during working hours shall be
counted as hours worked.
SECTION 3. Hours worked. The following shall be
considered as compensable hours worked:

7) Piece Workers, Rule I, Sec. 2 (e)
(e) Workers who are paid by results, including those
who are paid on piece-work, "takay," "pakiao" or task
basis, and other non-time work if their output rates are
in accordance with the standards prescribed under
Section 8, Rule VII, Book Three of these regulations,
or where such rates have been fixed by the Secretary
of Labor and Employment in accordance with the
aforesaid Section.
Labor Congress v. NLRC, 290
SCRA 509 (1998)
(a) All time during which an employee is required to
be on duty or to be at the employer's premises or to
be at a prescribed work place; and
SECTION 4. Principles in determining hours worked.
The following general principles shall govern in
determining whether the time spent by an employee is
considered hours worked for purposes of this Rule:
(a) All hours are hours worked which the employee is
required to give his employer, regardless of whether
or not such hours are spent in productive labor or
involve physical or mental exertion.

Duman / Labor I / Prof. Battad / Page 72

 LABOR LAW 1 REVIEWER

3) At Work, Art. 84 (b); Rule I, Sec. 3 (b)

ART. 84. Hours worked. - Hours worked shall include (a) all
time during which an employee is required to be on duty or
to be at a prescribed workplace; and (b) all time during
which an employee is suffered or permitted to work.

Sec. 3(b) All time during which an employee is

suffered or permitted to work.

e. Specific Rules
b) Shorter Meal Period (Less than One Hour, but Not Less
1) Rest Period
than 20 min.), Rule I, Sec. 7, 1st par.
a) Short Duration or Coffee Break, Art. 84, 2 nd par.; Book III,
(See Above)
Rule I, Sec. 7, 2nd par.
4) Waiting Time, Rule I, Sec. 5 (a)

Rest periods of short duration during working hours shall be SECTION 5. Waiting time. (a) Waiting time spent by an
counted as hours worked. employee shall be considered as working time if waiting is
an integral part of his work or the employee is required or
engaged by the employer to wait.
SECTION 7. Meal and Rest Periods. Every employer shall
give his employees, regardless of sex, not less than one (1)
Arica v. NLRC, 170 SCRA 776
hour time-off for regular meals, except in the following cases
(1989)
when a meal period of not less than twenty (20) minutes
may be given by the employer provided that such shorter
meal period is credited as compensable hours worked of the
employee:

Rest periods or coffee breaks running from five (5) to twenty

(20) minutes shall be considered as compensable working
time.

b) More than 20 min., Rules I, Sec. 4 (b)

SECTION 4. Principles in determining hours worked.

The following general principles shall govern in determining
whether the time spent by an employee is considered hours
worked for purposes of this Rule:

(b) An employee need not leave the premises of the

work place in order that his rest period shall not be counted,
it being enough that he stops working, may rest completely
and may leave his work place, to go elsewhere, whether
within or outside the premises of his work place.

2) Meal Period

a) Regular Meal Period (One Hour), Art. 85; Rule I, Sec. 7, 1 st

par.
ART. 85. Meal periods. - Subject to such regulations as the
Secretary of Labor may prescribe, it shall be the duty of
every employer to give his employees not less than sixty
(60) minutes time-off for their regular meals.
SECTION 7. Meal and Rest Periods. Every employer shall
give his employees, regardless of sex, not less than one (1)
hour time-off for regular meals, except in the following cases
when a meal period of not less than twenty (20) minutes
may be given by the employer provided that such shorter
meal period is credited as compensable hours worked of the
employee:
Philippine Airlines, Inc. v. NLRC, 302 SCRA 582 (1999)
4) On Call, Rule I, Sec. 5 (b)
b) An employee who is required to remain on call in the
employer's premises or so close thereto that he cannot use
the time effectively and gainfully for his own purpose shall
be considered as working while on call. An employee who is
not required to leave word at his home or with company
officials where he may be reached is not working while on
call.
5) Inactive due to Work Interruptions, Book III, Rule I,
Sec. 4 (d)
SECTION 4. Principles in determining hours worked. The
following general principles shall govern in determining

Duman / Labor I / Prof. Battad / Page 73

 LABOR LAW 1 REVIEWER
whether the time spent by an employee is considered hours
worked for purposes of this Rule:
(d) The time during which an employee is inactive by reason
of interruptions in his work beyond his control shall be
considered working time either if the imminence of the
resumption of work requires the employee's presence at the
place of work or if the interval is too brief to be utilized
effectively and gainfully in the employee's own interest.
University of Pangasinan
Faculty Union v. University of Pangasinan, 127 SCRA 691
(1984)
6) Work after Normal Hours, Rule I, Sec. 4 (c)
(c) If the work performed was necessary, or it benefited the
employer, or the employee could not abandon his work at
the end of his normal working hours because he had no
replacement, all time spent for such work shall be
considered as hours worked, if the work was with the
knowledge of his employer or immediate supervisor.
7) Lectures, Meetings, Training Programs, Rule I, Sec. 6
SECTION 6. Lectures, meetings, training programs.
Attendance at lectures, meetings, training programs, and
other similar activities shall not be counted as working time
if all of the following conditions are met:
(a) Attendance is outside of the employee's regular working
hours;
(b) Attendance is in fact voluntary; and
(c) The employee does not perform any productive work
during such attendance.
8) Travel Time
Rada v. NLRC, 205 SCRA 69
(1992)
f. Overtime Work Pay, Arts. 87-90; Rule I, Secs. 8-11
ART. 87. Overtime work. - Work may be performed
beyond eight (8) hours a day provided that the employee
is paid for the overtime work, an additional compensation
equivalent to his regular wage plus at least twenty-five
percent (25%) thereof. Work performed beyond eight
hours on a holiday or rest day shall be paid an additional
compensation equivalent to the rate of the first eight
hours on a holiday or rest day plus at least thirty percent
(30%) thereof.
ART. 88. Undertime not offset by overtime. - Undertime
work on any particular day shall not be offset by overtime
work on any other day. Permission given to the employee
to go on leave on some other day of the week shall not
exempt the employer from paying the additional
compensation required in this Chapter.
ART. 89. Emergency overtime work. - Any employee may
be required by the employer to perform overtime work in
any of the following cases:chan robles virtual law library
(a) When the country is at war or when any other national
or local emergency has been declared by the National
Assembly or the Chief Executive;
(b) When it is necessary to prevent loss of life or property
or in case of imminent danger to public safety due to an
actual or impending emergency in the locality caused by
serious accidents, fire, flood, typhoon, earthquake,
epidemic, or other disaster or calamity;
(c) When there is urgent work to be performed on
machines, installations, or equipment, in order to avoid
serious loss or damage to the employer or some other
cause of similar nature;
(d) When the work is necessary to prevent loss or
damage to perishable goods; and
(e) Where the completion or continuation of the work
started before the eighth hour is necessary to prevent
serious obstruction or prejudice to the business or
operations of the employer.
Any employee required to render overtime work under
this Article shall be paid the additional compensation
required in this Chapter.
ART. 90. Computation of additional compensation. - For
purposes of computing overtime and other additional
remuneration as required by this Chapter, the "regular
wage" of an employee shall include the cash wage only,
without deduction on account of facilities provided by the
employer.
RULE I
SECTION 8. Overtime pay. Any employee covered by this
Rule who is permitted or required to work beyond eight (8)
Duman / Labor I / Prof. Battad / Page 74
 LABOR LAW 1 REVIEWER

hours on ordinary working days shall be paid an additional

compensation for the overtime work in the amount 3) Undertime Work/Leave, Art. 88
equivalent to his regular wage plus at least twenty-five
percent (25%) thereof. 4) Additional Compensation, Art. 87

5) No Computation Formula Basic Contract

SECTION 9. Premium and overtime pay for holiday and rest
day work. (a) Except employees referred to under Section
Manila Terminal Co., Inc. v.
2 of this Rule, an employee who is permitted or suffered to
CIR, supra
work on special holidays or on his designated rest days not
falling on regular holidays, shall be paid with an additional
compensation as premium pay of not less than thirty percent
(30%) of his regular wage. For work performed in excess of
eight (8) hours on special holidays and rest days not falling
on regular holidays, an employee shall be paid an additional
compensation for the overtime work equivalent to his rate
for the first eight hours on a special holiday or rest day plus
at least thirty percent (30%) thereof.

(b) Employees of public utility enterprises as well as those

employed in non-profit institutions and organizations shall be
entitled to the premium and overtime pay provided herein,
unless they are specifically excluded from the coverage of
this Rule as provided in Section 2 hereof.

(c) The payment of additional compensation for work

performed on regular holidays shall be governed by Rule IV,
Book Three, of these Rules.

SECTION 10. Compulsory overtime work. In any of the

following cases, an employer may require any of his
employees to work beyond eight (8) hours a day, provided
that the employee required to render overtime work is paid 6) Proof of Work/Employer Obligation
the additional compensation required by these regulations:
Social Security System v.
(a) When the country is at war or when any other national Court of Appeals, 348 SCRA 1 (2000)
or local emergency has been declared by Congress or the
Chief Executive;

(b) When overtime work is necessary to prevent loss of life

or property, or in case of imminent danger to public safety
due to actual or impending emergency in the locality caused
by serious accident, fire, floods, typhoons, earthquake,
epidemic or other disaster or calamities;

(c) When there is urgent work to be performed on machines,

installations, or equipment, in order to avoid serious loss or
damage to the employer or some other causes of similar
nature;

(d) When the work is necessary to prevent loss or damage

to perishable goods;

(e) When the completion or continuation of work started

before the 8th hour is necessary to prevent serious
obstruction or prejudice to the business or operations of the
employer; or

(f) When overtime work is necessary to avail of favorable

weather or environmental conditions where performance or
quality of work is dependent thereon.

In cases not falling within any of these enumerated in this

Section, no employee may be made to work beyond eight g. Nightwork, Art. 86; Rule II, Secs. 1-6
hours a day against his will.
ART. 86. Night shift differential. - Every employee shall be
1) Overtime in Ordinary Working Day, Art. 87; Rule I, paid a night shift differential of not less than ten percent
Sec. 8 (10%) of his regular wage for each hour of work performed
between ten oclock in the evening and six oclock in the
2) Emergency or Compulsory Overtime Work, Art. 89 morning.

Duman / Labor I / Prof. Battad / Page 75

 LABOR LAW 1 REVIEWER
SECTION 1. General statement on coverage. This Rule
shall apply to all employers whether operating for profit or
not, including public utilities operated by private persons.
SECTION 2. Business on Sundays/Holidays. All
establishments and enterprises may operate or open for
business on Sundays and holidays provided that the
employees are given the weekly rest day and the benefits as
provided in this Rule.
SECTION 3. Weekly rest day. Every employer shall give
his employees a rest period of not less than twenty-four (24)
consecutive hours after every six consecutive normal work
days.
SECTION 4. Preference of employee. The preference of
the employee as to his weekly day of rest shall be respected
by the employer if the same is based on religious grounds.
The employee shall make known his preference to the
employer in writing at least seven (7) days before the
desired effectivity of the initial rest day so preferred.
Where, however, the choice of the employee as to his rest
day based on religious grounds will inevitably result in
serious prejudice or obstruction to the operations of the
undertaking and the employer cannot normally be expected
to resort to other remedial measures, the employer may so
schedule the weekly rest day of his choice for at least two
(2) days in a month.
SECTION 5. Schedule of rest day. (a) Where the weekly
rest is given to all employees simultaneously, the employer
shall make known such rest period by means of a written
notice posted conspicuously in the work place at least one
week before it becomes effective.
(b) Where the rest period is not granted to all employees
simultaneously and collectively, the employer shall make
known to the employees their respective schedules of
weekly rest through written notices posted conspicuously in
the work place at least one week before they become
effective.
SECTION 6. When work on rest day authorized. An
employer may require any of his employees to work on his
scheduled rest day for the duration of the following
emergencies and exceptional conditions:
(a) In case of actual or impending emergencies caused by
serious accident, fire, flood, typhoon, earthquake, epidemic
or other disaster or calamity, to prevent loss of life or
property, or in cases of force majeure or imminent danger to
public safety;
(b) In case of urgent work to be performed on machineries,
equipment or installations to avoid serious loss which the
employer would otherwise suffer;
(c) In the event of abnormal pressure of work due to special
circumstances, where the employer cannot ordinarily be
expected to resort to other measures;
(d) To prevent serious loss of perishable goods;
(e) Where the nature of the work is such that the employees
have to work continuously for seven (7) days in a week or
more, as in the case of the crew members of a vessel to
complete a voyage and in other similar cases; and
(f) When the work is necessary to avail of favorable weather
or environmental conditions where performance or quality of
work is dependent thereon.
No employee shall be required against his will to work on his
scheduled rest day except under circumstances provided in
this Section: Provided, However, that where an employee
volunteers to work on his rest day under other
circumstances, he shall express such desire in writing,
subject to the provisions of Section 7 hereof regarding
additional compensation.
1) Coverage/Exclusion,
Rule II, Sec. 1
2) Additional
Compensation, Art. 86
Shell Oil Co. of the
Philippines, Ltd. v. National Labor Union, 81 Phil. 315 (1948)
2. Weekly rest Periods
Reference: Arts. 91-93; Omnibus Rules, Book III,
Rule III, Secs. 1-9
Chapter II
WEEKLY REST PERIODS
ART. 91. Right to weekly rest day. - (a) It shall be the duty
of every employer, whether operating for profit or not, to
provide each of his employees a rest period of not less than
twenty-four (24) consecutive hours after every six (6)
consecutive normal work days.
(b) The employer shall determine and schedule the weekly
rest day of his employees subject to collective bargaining
agreement and to such rules and regulations as the
Secretary of Labor and Employment may provide. However,
the employer shall respect the preference of employees as
to their weekly rest day when such preference is based on
religious grounds.
ART. 92. When employer may require work on a rest day. -
The employer may require his employees to work on any
day:
(a) In case of actual or impending emergencies caused by
serious accident, fire, flood, typhoon, earthquake, epidemic
or other disaster or calamity to prevent loss of life and
property, or imminent danger to public safety;
(b) In cases of urgent work to be performed on the
machinery, equipment, or installation, to avoid serious loss
which the employer would otherwise suffer;
Duman / Labor I / Prof. Battad / Page 76
 LABOR LAW 1 REVIEWER
(c) In the event of abnormal pressure of work due to special
circumstances, where the employer cannot ordinarily be
expected to resort to other measures;
(d) To prevent loss or damage to perishable goods;
(e) Where the nature of the work requires continuous
operations and the stoppage of work may result in
irreparable injury or loss to the employer; and
(f) Under other circumstances analogous or similar to the
foregoing as determined by the Secretary of Labor and
Employment.
ART. 93. Compensation for rest day, Sunday or holiday
work. - (a) Where an employee is made or permitted to
work on his scheduled rest day, he shall be paid an
additional compensation of at least thirty percent (30%) of
his regular wage. An employee shall be entitled to such
additional compensation for work performed on Sunday only
when it is his established rest day.chan robles virtual law
library
(b) When the nature of the work of the employee is such
that he has no regular workdays and no regular rest days
can be scheduled, he shall be paid an additional
compensation of at least thirty percent (30%) of his regular
wage for work performed on Sundays and holidays.
(c) Work performed on any special holiday shall be paid an
additional compensation of at least thirty percent (30%) of
the regular wage of the employee. Where such holiday work
falls on the employees scheduled rest day, he shall be
entitled to an additional compensation of at least fifty per
cent (50%) of his regular wage.
(d) Where the collective bargaining agreement or other
applicable employment contract stipulates the payment of a
higher premium pay than that prescribed under this Article,
the employer shall pay such higher rate.
Weekly Rest Periods
SECTION 1. General statement on coverage. This Rule
shall apply to all employers whether operating for profit or
not, including public utilities operated by private persons.
SECTION 2. Business on Sundays/Holidays. All
establishments and enterprises may operate or open for
business on Sundays and holidays provided that the
employees are given the weekly rest day and the benefits as
provided in this Rule.
SECTION 3. Weekly rest day. Every employer shall give
his employees a rest period of not less than twenty-four (24)
consecutive hours after every six consecutive normal work
days.
SECTION 4. Preference of employee. The preference of
the employee as to his weekly day of rest shall be respected
by the employer if the same is based on religious grounds.
The employee shall make known his preference to the
employer in writing at least seven (7) days before the
desired effectivity of the initial rest day so preferred.
Where, however, the choice of the employee as to his rest
day based on religious grounds will inevitably result in
serious prejudice or obstruction to the operations of the
undertaking and the employer cannot normally be expected
to resort to other remedial measures, the employer may so
schedule the weekly rest day of his choice for at least two
(2) days in a month.
SECTION 5. Schedule of rest day. (a) Where the weekly
rest is given to all employees simultaneously, the employer
shall make known such rest period by means of a written
notice posted conspicuously in the work place at least one
week before it becomes effective.
(b) Where the rest period is not granted to all employees
simultaneously and collectively, the employer shall make
known to the employees their respective schedules of
weekly rest through written notices posted conspicuously in
the work place at least one week before they become
effective.
SECTION 6. When work on rest day authorized. An
employer may require any of his employees to work on his
scheduled rest day for the duration of the following
emergencies and exceptional conditions:
(a) In case of actual or impending emergencies caused by
serious accident, fire, flood, typhoon, earthquake, epidemic
or other disaster or calamity, to prevent loss of life or
property, or in cases of force majeure or imminent danger to
public safety;
(b) In case of urgent work to be performed on machineries,
equipment or installations to avoid serious loss which the
employer would otherwise suffer;
(c) In the event of abnormal pressure of work due to special
circumstances, where the employer cannot ordinarily be
expected to resort to other measures;
(d) To prevent serious loss of perishable goods;
(e) Where the nature of the work is such that the employees
have to work continuously for seven (7) days in a week or
more, as in the case of the crew members of a vessel to
complete a voyage and in other similar cases; and
(f) When the work is necessary to avail of favorable weather
or environmental conditions where performance or quality of
work is dependent thereon.
No employee shall be required against his will to work on his
scheduled rest day except under circumstances provided in
this Section: Provided, However, that where an employee
volunteers to work on his rest day under other
circumstances, he shall express such desire in writing,
subject to the provisions of Section 7 hereof regarding
additional compensation.
SECTION 7. Compensation on rest day/Sunday/holiday.
(a) Except those employees referred to under Section 2,
Rule I, Book Three, an employee who is made or permitted
to work on his scheduled rest day shall be paid with an
additional compensation of at least 30% of his regular wage.
An employee shall be entitled to such additional
compensation for work performed on a Sunday only when it
is his established rest day.
(b) Where the nature of the work of the employee is such
that he has no regular work days and no regular rest days
can be scheduled, he shall be paid an additional
Duman / Labor I / Prof. Battad / Page 77
 LABOR LAW 1 REVIEWER

compensation of at least 30% of his regular wage for work

performed on Sundays and holidays.

(c) Work performed on any special holiday shall be paid with

an additional compensation of at least 30% of the regular
wage of the employees. Where such holiday work falls on
the employee's scheduled rest day, he shall be entitled to
additional compensation of at least 50% of his regular wage.

(d) The payment of additional compensation for work

performed on regular holiday shall be governed by Rule IV,
Book Three, of these regulations.

(e) Where the collective bargaining agreement or other

applicable employment contract stipulates the payment of a
higher premium pay than that prescribed under this Section,
the employer shall pay such higher rate.

SECTION 8. Paid-off days. Nothing in this Rule shall

justify an employer in reducing the compensation of his
employees for the unworked Sundays, holidays, or other rest
days which are considered paid-off days or holidays by
agreement or practice subsisting upon the effectivity of the
Code.

SECTION 9. Relation to agreements. Nothing herein shall

prevent the employer and his employees or their
representatives in entering into any agreement with terms
more favorable to the employees than those provided c. Premium Pay, Art. 93 9a) (b) (c)
herein, or be used to diminish any benefit granted to the
employees under existing laws, agreements, and voluntary d. CBA on Higher Premium Pay, Art. 93 (d)
employer practices.
3. Holidays

Reference: art. 94; Executive Order 203 (1987); Omnibus

Rules, Book III, Rule IV

Chapter III
HOLIDAYS, SERVICE INCENTIVE LEAVES
AND SERVICE CHARGES
ART. 94. Right to holiday pay. - (a) Every worker shall be
paid his regular daily wage during regular holidays, except in
retail and service establishments regularly employing less
than ten (10) workers;
a. Coverage, Art. 82, 91; Rule III, Sec. 1

ART. 82. Coverage. - The provisions of this Title shall apply
to employees in all establishments and undertakings
whether for profit or not, but not to government employees,
managerial employees, field personnel, members of the
family of the employer who are dependent on him for
support, domestic helpers, persons in the personal service of
another, and workers who are paid by results as determined
by the Secretary of Labor in appropriate regulations.
As used herein, "managerial employees" refer to those
whose primary duty consists of the management of the
establishment in which they are employed or of a
department or subdivision thereof, and to other officers or
members of the managerial staff.
"Field personnel" shall refer to non-agricultural employees
who regularly perform their duties away from the principal
place of business or branch office of the employer and
whose actual hours of work in the field cannot be
determined with reasonable certainty.
b. Determination; compulsory Work;
Compensation, Arts. 91, 92
Manila Electric Co. v. Public
Utilities Employees Assn, 79 Phil. 409
(b) The employer may require an employee to work on any
holiday but such employee shall be paid a compensation
equivalent to twice his regular rate; and
(c) As used in this Article, "holiday" includes: New Years
Day, Maundy Thursday, Good Friday, the ninth of April, the
first of May, the twelfth of June, the fourth of July, the
thirtieth of November, the twenty-fifth and thirtieth of
December and the day designated by law for holding a
general election.
EXECUTIVE ORDER NO. 203 June 30, 1987
PROVIDING A LIST OF REGULAR HOLIDAYS AND
SPECIAL DAYS TO BE OBSERVED THROUGHOUT
THE PHILIPPINES AND FOR OTHER PURPOSES
WHEREAS, a Cabinet Assistance Secretariat
Committee was constituted to review all existing
public holidays;
WHEREAS, there are too many holidays being
observed which has caused confusion among the
public.
Duman / Labor I / Prof. Battad / Page 78
 LABOR LAW 1 REVIEWER

NOW, THEREFORE, I, CORAZON C. AQUINO, SECTION 1. Coverage. This rule shall apply to all
President of the Philippines, do hereby order: employees except:

Sec. 1. Unless otherwise modified by law, order or (a) Those of the government and any of the political
proclamation, the following regular holidays and subdivision, including government-owned and controlled
special days shall be observed in this country: corporation;

(b) Those of retail and service establishments regularly

A. Regular Holidays employing less than ten (10) workers;

New Year's Day January (c) Domestic helpers and persons in the personal service of
another;

Maundy Thursday Movable date

(d) Managerial employees as defined in Book Three of the
Code;
Good Friday Movable date
(e) Field personnel and other employees whose time and
performance is unsupervised by the employer including
Araw ng Kagitingan April 9 those who are engaged on task or contract basis, purely
(Bataan and Corregidor commission basis, or those who are paid a fixed amount for
Day) performing work irrespective of the time consumed in the
performance thereof.
Labor Day May 1
SECTION 2. Status of employees paid by the month.
Employees who are uniformly paid by the month,
Independence Day June 12 irrespective of the number of working days therein, with a
salary of not less than the statutory or established minimum
wage shall be paid for all days in the month whether worked
National Heroes Day Last Sunday of or not.
August
For this purpose, the monthly minimum wage shall not be
Bonifacio Day November 30 less than the statutory minimum wage multiplied by 365
days divided by twelve.

Christmas Day December 25 SECTION 3. Holiday Pay. Every employer shall pay his
employees their regular daily wage for any worked regular
holidays.
Rizal Day December 30

As used in the rule, the term 'regular holiday' shall

B. Nationwide Special Days
All Saints Day
Last Day of the Year
exclusively refer to: New Year's Day, Maundy Thursday,
Good Friday, the ninth of April, the first of May, the twelfth
of June, the last Sunday of August, the thirtieth of
November 1 November, the twenty-fifth and thirtieth of December.
Nationwide special days shall include the first of November
and the last day of December.
December 31

As used in this Rule legal or regular holiday and special

Sec. 2. Henceforth, the terms "legal or regular
holiday" and "special holiday", as used in laws,
orders, rules and regulations or other issuances shall
now be referred to as "regular holiday" and "special
day", respectively.
Sec. 3. All laws, orders, issuances, rules and
regulations or parts thereof inconsistent with this
Executive Order are hereby repealed or modified
accordingly.
holiday shall now be referred to as 'regular holiday' and
'special day', respectively.
SECTION 4. Compensation for holiday work. Any
employee who is permitted or suffered to work on any
regular holiday, not exceeding eight (8) hours, shall be paid
at least two hundred percent (200%) of his regular daily
wage. If the holiday work falls on the scheduled rest day of
the employee, he shall be entitled to an additional premium
pay of at least 30% of his regular holiday rate of 200%
based on his regular wage rate.

SECTION 5. Overtime pay for holiday work. For work

Sec. 4. This Executive Order shall take effect
performed in excess of eight hours on a regular holiday, an
immediately.
employee shall be paid an additional compensation for the
overtime work equivalent to his rate for the first eight hours
Done in the City of Manila, this 30th day of June, in on such holiday work plus at least 30% thereof.
the year of Our Lord, nineteen hundred and eighty-
seven. Where the regular holiday work exceeding eight hours falls
on the scheduled rest day of the employee, he shall be paid
RULE IV an additional compensation for the overtime work equivalent
Holidays with Pay to his regular holiday-rest day for the first 8 hours plus 30%
Duman / Labor I / Prof. Battad / Page 79
 LABOR LAW 1 REVIEWER

thereof. The regular holiday rest day rate of an employee
shall consist of 200% of his regular daily wage rate plus
30% thereof.
SECTION 6. Absences. (a) All covered employees shall be
entitled to the benefit provided herein when they are on
leave of absence with pay. Employees who are on leave of
absence without pay on the day immediately preceding a
regular holiday may not be paid the required holiday pay if
he has not worked on such regular holiday.
a.
(b) Employees shall grant the same percentage of the
holiday pay as the benefit granted by competent authority in
the form of employee's compensation or social security
payment, whichever is higher, if they are not reporting for
work while on such benefits.
the first holiday, in which case he is entitled to his holiday
pay on the second holiday.
SECTION 11. Relation to agreements. Nothing in this Rule
shall justify an employer in withdrawing or reducing any
benefits, supplements or payments for unworked holidays as
provided in existing individual or collective agreement or
employer practice or policy.
Definition
1) Retail Establishments, Rule Impl. RA 6727, par. F
f) Retail Establishment is one principally engaged in the
sale of goods to end-users for personal or household use;

2) Service Establishment, Rule Impl. RA 6727, par. g

(c) Where the day immediately preceding the holiday is a
non-working day in the establishment or the scheduled rest
g) Service Establishment is one principally engaged in the
day of the employee, he shall not be deemed to be on leave
sale of service to individuals for their own or household use
of absence on that day, in which case he shall be entitled to
and is generally recognized as such;
the holiday pay if he worked on the day immediately
preceding the non-working day or rest day.
b. Coverage/Exclusions, Art. 94 (a)
SECTION 7. Temporary or periodic shutdown and temporary
cessation of work. (a) In cases of temporary or periodic ART. 94. Right to holiday pay. - (a) Every worker shall be
shutdown and temporary cessation of work of an paid his regular daily wage during regular holidays, except in
establishment, as when a yearly inventory or when the retail and service establishments regularly employing less
repair or cleaning of machineries and equipment is than ten (10) workers;
undertaken, the regular holidays falling within the period
shall be compensated in accordance with this Rule. Mantrade/FMMC Division
Employees and Workers Union v. Bacungan, 144 SCRA 510
(b) The regular holiday during the cessation of operation of (1986)
an enterprise due to business reverses as authorized by the
Secretary of Labor and Employment may not be paid by the
employer.

SECTION 8. Holiday pay of certain employees. (a) Private

school teachers, including faculty members of colleges and
universities, may not be paid for the regular holidays during
semestral vacations. They shall, however, be paid for the
regular holidays during Christmas vacation;

(b) Where a covered employee, is paid by results or output,

such as payment on piece work, his holiday pay shall not be
less than his average daily earnings for the last seven (7)
actual working days preceding the regular holiday; Provided,
However, that in no case shall the holiday pay be less than
the applicable statutory minimum wage rate.

(c) Seasonal workers may not be paid the required holiday

pay during off-season when they are not at work.

(d) Workers who have no regular working days shall be

entitled to the benefits provided in this Rule.

SECTION 9. Regular holiday falling on rest days or Sundays.

(a) A regular holiday falling on the employee's rest day
shall be compensated accordingly.

(b) Where a regular holiday falls on a Sunday, the following

day shall be considered a special holiday for purposes of the
Labor Code, unless said day is also a regular holiday. Cirineo Bowling Plaza, Inc. v. Gerry
Sensing, et al., 448 SCRA 175 (2005)
SECTION 10. Successive regular holidays. Where there
are two (2) successive regular holidays, like Holy Thursday
and Good Friday, an employee may not be paid for both
holidays if he absents himself from work on the day
immediately preceding the first holiday, unless he works on

Duman / Labor I / Prof. Battad / Page 80

 LABOR LAW 1 REVIEWER

additional compensation of at least thirty percent (30%) of

his regular wage. An employee shall be entitled to such
additional compensation for work performed on Sunday only
when it is his established rest day.

SECTION 2. Business on Sundays/Holidays. All

establishments and enterprises may operate or open for
business on Sundays and holidays provided that the
employees are given the weekly rest day and the benefits as
provided in this Rule.

Wellington Investment Inc. v.

Trajano, 245 SCRA 561 (1995)

c. Holiday Pay, Art. 94 (b)

(b) The employer may require an employee to work on any

holiday but such employee shall be paid a compensation
equivalent to twice his regular rate; and

1) Faculty in Private School, Rule IV, Sec. 8 (a)

SECTION 8. Holiday pay of certain employees. (a) Private

school teachers, including faculty members of colleges and
universities, may not be paid for the regular holidays during
semestral vacations. They shall, however, be paid for the
regular holidays during Christmas vacation;

6) Divisor as Factor

Trans-Asia Phil. Employees Association v.

NLRC, 320 SCRA 347 (1999)

8) Muslim Holiday, Art. 169-172; PD 1083 (Feb. 1977)

BOOK FIVE
MISCELLANEOUS AND TRANSITORY PROVISIONS

TITLE I
MUSLIM HOLIDAYS

Article 169. Official Muslim holidays. The following are

hereby recognized as legal Muslim holidays:

(a) 'Amun Jadid (New Year), which falls on the

first day of the first lunar month of Muharram;

(b) Maulid-un-Nabi (Birthday of the Prophet

Muhammad), which falls on the twelfth day of the
third lunar month of Rabi-ul-Awwal;

(c) Lailatul Isra Wal Mi'raj (Nocturnal Journey and

Ascension of the Prophet Muhammad), which falls
on the twenty-seventh day of the seventh lunar
7) Sunday, Art. 93 9a), 2nd Sentence; Rule III, Sec. 2 month of Rajab;

ART. 93. Compensation for rest day, Sunday or holiday (d) 'Id-ul-Fitr (Hari Raya Pausa), which falls on the
work. - (a) Where an employee is made or permitted to first day of the tenth lunar month of Shawwal,
work on his scheduled rest day, he shall be paid an
Duman / Labor I / Prof. Battad / Page 81
 LABOR LAW 1 REVIEWER
commemorating the end of the fasting season;
and
(e) 'Id-ul-Adha (Hari Raja Haji), which falls on the
tenth day of the twelfth lunar month of Dhu 1-
Hijja.
Article 170. Provinces and cities where officially observed.
(1) Muslim holidays shall be officially observed in
the Provinces of Basilan, Lanao del Norte, Lanao
del Sur, Maguindanao, North Cotabato, Sultan
Kudarat, Sulu, Tawi-Tawi, Zamboanga del Norte
and Zamboanga del Sur, and in the Cities of
Cotabato, Iligan, Marawi, Pagadian, and
Zamboanga and in such other Muslim provinces
and cities as may hereafter be created.
e.
(2) Upon proclamation by the President of the
Philippines, Muslim holidays may also be officially
observed in other provinces and cities.
Article 171. Dates of observance. The dates of Muslim
holidays shall be determined by the Office of the President
of the Philippines in accordance with the Muslim Lunar
Calendar (Hijra).
Article 172. Observance of Muslim employees.
(1) All Muslim government officials and employees
in places other than those enumerated under
Article 170 shall also be excused from reporting to
office in order that they may be able to observe
Muslim holidays.
(2) The President of the Philippines may, by
proclamation, require private offices, agencies or
establishments to excuse their Muslim employees
from reporting for work during a Muslim holiday
without reduction in their usual compensation.
San Miguel Corp. v. Court of
Appeals, 375 SCRA 311 (2002)
a.
d. Absences, Rule lV, Secs. 6 (a), 10
SECTION 6. Absences. (a) All covered employees shall be
entitled to the benefit provided herein when they are on
leave of absence with pay. Employees who are on leave of
absence without pay on the day immediately preceding a
regular holiday may not be paid the required holiday pay if
he has not worked on such regular holiday.
SECTION 10. Successive regular holidays. Where there
are two (2) successive regular holidays, like Holy Thursday
and Good Friday, an employee may not be paid for both
holidays if he absents himself from work on the day
immediately preceding the first holiday, unless he works on
the first holiday, in which case he is entitled to his holiday
pay on the second holiday.
Non-Working/Schedule of Rest Day, Rule IV,
Sec. 6 (c)
(c) Where the day immediately preceding the holiday is a
non-working day in the establishment or the scheduled rest
day of the employee, he shall not be deemed to be on leave
of absence on that day, in which case he shall be entitled to
the holiday pay if he worked on the day immediately
preceding the non-working day or rest day.
4. Service Incentive Leave
Reference: Art. 95; Omnibus Rules, Book III, Rule V
ART. 95. Right to service incentive leave. - (a) Every
employee who has rendered at least one year of service
shall be entitled to a yearly service incentive leave of five
days with pay.
(b) This provision shall not apply to those who are already
enjoying the benefit herein provided, those enjoying
vacation leave with pay of at least five days and those
employed in establishments regularly employing less than
ten employees or in establishments exempted from granting
this benefit by the Secretary of Labor and Employment after
considering the viability or financial condition of such
establishment.
(c) The grant of benefit in excess of that provided herein
shall not be made a subject of arbitration or any court or
administrative action.
Coverage, Art. 95 (a) (b)
Makati Haberdashery Inc. N. NLRC,
179 SCRA 449 (1989)
Duman / Labor I / Prof. Battad / Page 82
 LABOR LAW 1 REVIEWER

childbirth or any miscarriage.

SECTION 3. Definition of Term. - For purposes of

this Act, Paternity Leave refers to the benefits
Labor Congress v. NLRC, supra granted to a married male employee allowing him not
to report for work for seven (7)
b. Computation and Liability
days but continues to earn the compensation therefor,
on the condition that his spouse has delivered a child
Sentinel Security Agency, Inc. v.
NLRC, 295 SCRA 123 1998) or suffered a miscarriage for purposes of enabling
him to effectively lend
support to his wife in her period of recovery and/or in
the nursing of the newly-born child.

SECTION 4. The Secretary of Labor and

Employment, the Chairman of the Civil Service
Commission and the Secretary of Health shall, within
thirty (30) days from the effectivity of
this Act, issue such rules and regulations necessary
for the proper implementation of the provisions
hereof.

SECTION 5. Any person, corporation, trust, firm,

partnership, association or entity found violating this
Act or the rules and regulations promulgated
thereunder shall be punished by a fine not exceeding
Twenty-five thousand pesos (P25,000) or
imprisonment of not less than thirty (30)days nor more
than six (6) months.

If the violation is committed by a corporation, trust

Auto Bus Transport Systems, Inc.
v. Bautista, supra
5. Paternity Leave, Paternity Leave of 1996 (RA
8187), Secs. 1-6; Impl. Rules
REPUBLIC ACT NO. 8187
AN ACT GRANTING PATERNITY LEAVE OF
SEVEN (7) DAYS WITH FULL PAY TO ALL
MARRIED MALE EMPLOYEES IN THE PRIVATE
AND PUBLIC SECTORS FOR THE FIRST FOUR (4)
DELIVERIES OF THE LEGITIMATE SPOUSE WITH
WHOM HE IS COHABITING AND FOR OTHER
PURPOSES.
Be it enacted by the Senate and House of
Representatives of the Philippines in Congress
assembled:
SECTION 1. Short Title. - This Act shall be known
as the "Paternity Leave Act of 1996".
or firm, partnership, association or any other entity,
the penalty of imprisonment shall be imposed on the
entity's responsible officers, including, but not limited
to, the president, vice-president, chief executive
officer, general manager, managing director or
partner directly responsible therefor.
SECTION 6. Nondiminution Clause. - Nothing in
this Act shall be construed to reduce any existing
benefits of any form granted under existing laws,
decrees, executive orders, or any
contract agreement or policy between employer and
employee.
SECTION 7. Repealing Clause. - All laws,
ordinances, rules, regulations, issuances, or parts
thereof which are inconsistent with this Act are
hereby repealed or modified accordingly.
SECTION 8. Effectivity. - This Act shall take effect
(15) days from its publication in the Official Gazette
or in at least two (2) newspapers of national
circulation.
Approved:

SECTION 2. Notwithstanding any law, rules and (SGD.) NEPTALI A. GONZALES

regulations to the contrary, every married male President of the Senate
employee in the private and public sectors shall be
entitled to a paternity leave of seven (7) days with full
pay for the first four (4) deliveries of the legitimate (SGD.) JOSE DE VENECIA, JR.
spouse with whom he is cohabiting. The male Speaker of the House of Representatives
employee applying for paternity leave shall notify his
employer of the pregnancy of his legitimate spouse
and the expected date of such delivery.

For purposes, of this Act, delivery shall include

Duman / Labor I / Prof. Battad / Page 83
 LABOR LAW 1 REVIEWER

This Act, which is a consolidation of Senate Bill (4) Parent left solo or alone with the
No. 1032 and House Bill No. 7134 was finally passed responsibility of parenthood due to
by the Senate and the House of Representatives on physical and/or mental incapacity of
June 8, 1996. spouse as certified by a public
medical practitioner;

(5) Parent left solo or alone with the

1. Parental Leave, Solo Parents Welfare Act of 2000 responsibility of parenthood due to
(RA 8972); Impl. Rules legal separation or de facto
separation from spouse for at least
one (1) year, as long as he/she is
entrusted with the custody of the
REPUBLIC ACT NO. 8972
children;

AN ACT PROVIDING FOR BENEFITS AND

(6) Parent left solo or alone with the
PRIVILEGES TO SOLO PARENTS AND THEIR
responsibility of parenthood due to
CHILDREN, APPROPRIATING FUNDS THEREFOR
declaration of nullity or annulment
AND FOR OTHER PURPOSES
of marriage as decreed by a court
or by a church as long as he/she is
Be it enacted by the Senate and House of entrusted with the custody of the
Representatives of the Philippines Congress children;
assembled:
(7) Parent left solo or alone with the
Section 1. Title. - This Act shall be known as the responsibility of parenthood due to
"Solo Parents' Welfare Act of 2000." abandonment of spouse for at least
one (1) year;
Section 2. Declaration of Policy. - It is the policy of
the State to promote the family as the foundation of (8) Unmarried mother/father who
the nation, strengthen its solidarity and ensure its total has preferred to keep and rear
development. Towards this end, it shall develop a her/his child/children instead of
comprehensive program of services for solo parents having others care for them or give
and their children to be carried out by the Department them up to a welfare institution;
of Social Welfare and Development (DSWD), the
Department of Health (DOH), the Department of
(9) Any other person who solely
Education, Culture and Sports (DECS), the
provides parental care and support
Department of the Interior and Local Government
to a child or children;
(DILG), the Commission on Higher Education
(CHED), the Technical Education and Skills
Development Authority (TESDA), the National (10) Any family member who
Housing Authority (NHA), the Department of Labor assumes the responsibility of head
and Employment (DOLE) and other related of family as a result of the death,
government and nongovernment agencies. abandonment, disappearance or
prolonged absence of the parents
or solo parent.
Section 3. Definition of Terms. - Whenever used in
this Act, the following terms shall mean as follows:
A change in the status or
circumstance of the parent claiming
(a) "Solo parent" - any individual who falls
benefits under this Act, such that
under any of the following categories:
he/she is no longer left alone with
the responsibility of parenthood,
(1) A woman who gives birth as a shall terminate his/her eligibility for
result of rape and other crimes these benefits.
against chastity even without a final
conviction of the offender: Provided,
(b) "Children" - refer to those living with and
That the mother keeps and raises
dependent upon the solo parent for support
the child;
who are unmarried, unemployed and not
more than eighteen (18) years of age, or
(2) Parent left solo or alone with the even over eighteen (18) years but are
responsibility of parenthood due to incapable of self-support because of mental
death of spouse; and/or physical defect/disability.

(3) Parent left solo or alone with the
responsibility of parenthood while
the spouse is detained or is serving
sentence for a criminal conviction
for at least one (1) year;
(c) "Parental responsibility" - with respect to
their minor children shall refer to the rights
and duties of the parents as defined in Article
220 of Executive Order No. 209, as
amended, otherwise known as the "Family
Code of the Philippines."

Duman / Labor I / Prof. Battad / Page 84

 LABOR LAW 1 REVIEWER
(d) "Parental leave" - shall mean leave
benefits granted to a solo parent to enable
him/her to perform parental duties and
responsibilities where physical presence is
required.
(e) "Flexible work schedule" - is the right
granted to a solo parent employee to vary
his/her arrival and departure time without
affecting the core work hours as defined by
the employer.
Section 4. Criteria for Support. - Any solo parent
whose income in the place of domicile falls below the
poverty threshold as set by the National Economic
and Development Authority (NEDA) and subject to the
assessment of the DSWD worker in the area shall be
eligible for assistance: Provided, however, That any
solo parent whose income is above the poverty
threshold shall enjoy the benefits mentioned in
Sections 6, 7 and 8 of this Act.
Section 5. Comprehensive Package of Social
Development and Welfare Services. - A
comprehensive package of social development and
welfare services for solo parents and their families will
be developed by the DSWD, DOH, DECS, CHED,
TESDA, DOLE, NHA and DILG, in coordination with
local government units and a nongovernmental
organization with proven track record in providing
services for solo parents.
The DSWD shall coordinate with concerned agencies
the implementation of the comprehensive package of
social development and welfare services for solo
parents and their families. The package will initially
include:
(a) Livelihood development services which
include trainings on livelihood skills, basic
business management, value orientation and
the provision of seed capital or job
placement.
(b) Counseling services which include
individual, peer group or family counseling.
This will focus on the resolution of personal
relationship and role conflicts.
(c) Parent effectiveness services which
include the provision and expansion of
knowledge and skills of the solo parent on
early childhood development, behavior
management, health care, rights and duties
of parents and children.
(d) Critical incidence stress debriefing which
includes preventive stress management
strategy designed to assist solo parents in
coping with crisis situations and cases of
abuse.
(e) Special projects for individuals in need of
protection which include temporary shelter,
counseling, legal assistance, medical care,
self-concept or ego-building, crisis
management and spiritual enrichment.
Section 6. Flexible Work Schedule. - The employer
shall provide for a flexible working schedule for solo
parents: Provided, That the same shall not affect
individual and company productivity: Provided,
further, That any employer may request exemption
from the above requirements from the DOLE on
certain meritorious grounds.
Section 7. Work Discrimination. - No employer shall
discriminate against any solo parent employee with
respect to terms and conditions of employment on
account of his/her status.
Section 8. Parental Leave. - In addition to leave
privileges under existing laws, parental leave of not
more than seven (7) working days every year shall be
granted to any solo parent employee who has
rendered service of at least one (1) year.
Section 9. Educational Benefits. - The DECS, CHED
and TESDA shall provide the following benefits and
privileges:
(1) Scholarship programs for qualified solo
parents and their children in institutions of
basic, tertiary and technical/skills education;
and
(2) Nonformal education programs
appropriate for solo parents and their
children.
The DECS, CHED and TESDA shall promulgate rules
and regulations for the proper implementation of this
program.
Section 10. Housing Benefits. - Solo parents shall be
given allocation in housing projects and shall be
provided with liberal terms of payment on said
government low-cost housing projects in accordance
with housing law provisions prioritizing applicants
below the poverty line as declared by the NEDA.
Section 11. Medical Assistance. - The DOH shall
develop a comprehensive health care program for
solo parents and their children. The program shall be
implemented by the DOH through their retained
hospitals and medical centers and the local
government units (LGUs) through their
provincial/district/city/municipal hospitals and rural
health units (RHUs).
Section 12. Additional Powers and Functions of the
DSWD. The DSWD shall perform the following
additional powers and functions relative to the welfare
of solo parents and their families:
(a) Conduct research necessary to: (1)
develop a new body of knowledge on solo
parents; (2) define executive and legislative
measures needed to promote and protect
the interest of solo parents and their
children; and (3) assess the effectiveness of
Duman / Labor I / Prof. Battad / Page 85
 LABOR LAW 1 REVIEWER
programs designed for disadvantaged solo
parents and their children;
(b) Coordinate the activities of various
governmental and nongovernmental
organizations engaged in promoting and
protecting the interests of solo parents and
their children; and
(c) Monitor the implementation of the
provisions of this Act and suggest
mechanisms by which such provisions are
effectively implemented.
Section 13. Implementing Rules and Regulations. -
An interagency committee headed by the DSWD, in
coordination with the DOH, DECS, CHED, TESDA,
DOLE, NHA, and DILG is hereby established which
shall formulate, within ninety (90) days upon the
effectivity of this Act, the implementing rules and
regulations in consultation with the local government
units, nongovernment organizations and people's
organizations.
Section 14. Appropriations. - The amount necessary
to carry out the provisions of this Act shall be included
in the budget of concerned government agencies in
the General Appropriations Act of the year following
its enactment into law and thereafter.1awphil.net
Section 15. Repealing Clause. - All laws, decrees,
executive orders, administrative orders or parts
thereof inconsistent with the provisions of this Act are
hereby repealed, amended or modified accordingly.
Section 16. Separability Clause. - If any provision of
this Act is held invalid or unconstitutional, other
provisions not affected thereby shall continue to be in
full force and effect.
Section 17. Effectivity Clause. - This Act shall take
effect fifteen (15) days following its complete
publication in the Official Gazette or in at least two (2)
newspaper of general circulation.
Approved.
(Sgd.)
JOSEPH EJERCITO ESTRADA
President of the Philippines
Republic of the Philippines
National Economic Development Authority
SOCIAL DEVELOPMENT COMMITTEE (SDC)
Resolution No.2 (Series 2002)
APPROVING THE IMPLEMENTING RULES AND
REGULATIONS (IRR)
OF REPUBLIC ACT 8972 PROVIDING FOR
BENEFITS AND PRIVILEGES
TO SOLO PARENTS AND THEIR CHILDREN
WHEREAS, it is the policy of the State to promote the
family as the foundation of the nation, strengthen its
solidarity and ensure its total development;
WHEREAS, in support of this State policy, R.A. 8972,
otherwise known as the Solo Parents Welfare Act of
2000, has been enacted to develop a comprehensive
program for social development and welfare services
for solo parents and their children;
WHEREAS, to ensure the implementation of the Act,
the Department of Social Welfare and Development
was tasked to coordinate with concerned agencies
and perform additional functions relative to the
welfare and development of solo parents and their
children;
WHEREAS, an interagency committee headed by
DSWD and participated in by the Departments of
Health (DOH), Education (DepEd), Labor and
Employment (DOLE), and Interior and Local
Government (DILG), Commission on Higher
Education (CHED), Technical Education and Skills
Development Authority (TESDA), and National
Housing Authority (NHA) drafted the IRR in
consultation with the local government units, non-
government organizations and peoples organizations;
WHEREAS, the draft IRR was deliberated upon and
approved by the members of the SDC-Cabinet level
subject to the incorporation of certain comments
during its meeting on the 10th day of April 2002;
NOW, THEREFORE, BE IT RESOLVED, AS IT IS
HEREBY RESOLVED, by the Chairman and
members of the NEDA Boards Social Development
Committee-Cabinet level, to approve the IRR of R.A.
8972.
RESOLVED FURTHER, that this IRR shall be
published at least in one newspaper of general
circulation.
Adopted, this 10 day of April in the year of our Lord,
Two Thousand and Two, Pasig City.
RULES AND REGULATIONS IN THE
IMPLEMENTATION OF REPUBLIC ACT NO. 8972,
AN ACT PROVIDING FOR BENEFITS AND
PRIVILEGES TO SOLO PARENTS AND THEIR
CHILDREN, APPROPRIATING FUNDS THEREFOR
AND FOR OTHER PURPOSES
ARTICLE I
TITLE, PURPOSE AND CONSTRUCTION
Section 1. Title These rules shall be known and
cited as the Rules and Regulations Implementing
Republic Act No. 8972, more commonly known as the
Solo Parents Welfare Act of 2000.
Section 2. Purpose These Rules are promulgated to
prescribe the procedure and guidelines for the
implementation of the Solo Parents Welfare Act of
2000 in order to facilitate the compliance therewith
and to achieve the objectives thereof.
Section 3. Construction These Rules shall be
liberally construed in favor of the solo parent and
applied in accordance with and in furtherance of the
policy and objectives of the law. In case of conflict
and/or ambiguity, which may arise in the
implementation of these Rules, the concerned
agencies shall issue the necessary clarification.
ARTICLE II
DECLARATION OF POLICIES AND OBJECTIVES
Section 4. Declaration of Policy It is the policy of the
State to promote the family as the foundation of the
nation, strengthen its solidarity and ensure its total
development. Towards this end, it shall develop a
comprehensive program of services for solo parents
and their children to be carried out by the Department
of Social Welfare and Development (DSWD), the
Department of Health (DOH), the Department of
Education (DepEd), the Department of the Interior
and Local Government (DILG), the Commission on
Duman / Labor I / Prof. Battad / Page 86
 LABOR LAW 1 REVIEWER
Higher Education (CHED), the Technical Education
and Skills Development Authority (TESDA), the
National Housing Authority (NHA), the Department of
Labor and Employment (DOLE) and other related
government agencies and non-government
organizations or civil society.
Section 5. Objective These Rules and Regulations
seek to clarify the scope and application of the Act in
order that the proper parties may avail of its benefits.
ARTICLE III
DEFINITION OF TERMS
Section 6. Definition of terms As used in these
Rules, the following terms shall mean as follows:
(a) Act the Solo Parents Welfare Act of
2000;
(b) Solo Parent any individual who falls
under any of the following categories:
(1) A woman who gives birth as a
result of rape or crimes against chastity,
even without a final conviction of the
offender: Provided, that the mother keeps
and raises the child;
(2) Parent left solo or alone with the
responsibility of parenthood due to death of
spouse;
(3) Parent left solo or alone with the
responsibility of parenthood while the spouse
is detained, or is serving sentence for a
criminal conviction for at least one (1) year;
The law applies to the spouses of prisoners, whether
or not a final judgement has been rendered, provided
they are in detention for a minimum period of one (1)
year;
(4) Parent left solo or alone with the
responsibility of parenthood due to physical
and/or mental incapacity of spouse as
certified by a public medical practitioner;
(5) Parent left solo or alone with the
responsibility of parenthood due to legal
separation or de facto separation from
spouse for at least one (1) year: Provided,
that he or she is entrusted with the custody
of the children;
(6) Parent left solo or alone with the
responsibility of parenthood due to
declaration of nullity or annulment of
marrriage as decreed by a court or by a
church: Provided, that he/she is entrusted
with the custody of the children;
(7) Parent left solo or alone with the
responsibility of parenthood due to
abandonment of spouse for at least one (1)
year;
(8) Unmarried mother/father who
has preferred to keep and rear his/her
child/children instead of having others care
for them or give them up to a welfare
institution;
(9) Any other person who solely
provides parental care and support to a child
or children provided he/she is duly licensed
as a foster parent by the DSWD or duly
appointed legal guardian by the court;
(10) Any family member who
assumes the responsibility of head of family
as a result of the death, abandonment,
disappearance, or absence lasts for at least
one (1) year.
A change in the status or circumstance of the parent
claiming benefits under the Act, such that he/she is no
longer left alone with the responsibility of parenthood,
shall terminate his/her eligibility for these benefits;
(c) Family shall refer to the Solo Parent
and his/her child/children; Provided, however, that the
family member referred to in Section 3, paragraph (a)
(10) of these Rules shall include any relative by
consanguinity up to the fourth civil degree. These
persons shall include, but are not limited to, any
uncle, aunt, grandfather, grandmother, niece, nephew,
or cousin;
(d) Social Worker a person who is a
graduate of Social Work and duly registered pursuant
to Republic Act 4373 and employed with the Social
Welfare and Development Office of the local
government unit where the solo parent resides;
(e) Children refer to those living with and
dependent upon the solo parent for support who are
unmarried, unemployed and below eighteen (18)
years of age, or even eighteen (18) years and
above but are incapable of self-support and/or
mentally and/or physically challenged;
(f) Parental responsibility with respect to
their minor children shall refer to the rights and duties
of the parents as defined in Article 220 of Executive
Order No. 209, as amended, otherwise known as the
Family Code of the Philippines, and hereunder
enumerated as follows:
(1) To keep them in their company,
to support, educate and instruct them by
right precept and good example and to
provide for their upbringing in keeping with
their means;
(2) To give them love and affection,
advice and counsel, companionship and
understanding;
(3) To provide them with moral and
spiritual guidance, inculcate in them honesty,
integrity, self-discipline, self-reliance,
industry and thrift, stimulate their interest in
civic affairs, and inspire in them compliance
with the duties of citizenship;
(4) To furnish them with good and
wholesome educational materials, supervise
their activities, recreation and association
with others, protect them from bad company,
and prevent them from acquiring habits
detrimental to their health, studies and
morals;
Duman / Labor I / Prof. Battad / Page 87
 LABOR LAW 1 REVIEWER

Section 8. Qualifications of Solo Parent A solo

(5) To represent them in all matters
affecting their interest;
(6) To demand from them respect
and obedience;
(7) To Impose discipline on them as
may be required under the circumstances;
and
(8) To perform such other duties as
are imposed by law and upon parents and
guardians;
(g) Parental leave shall mean leave
benefits granted to a solo parent to enable him/her to
perform parental duties and responsibilities where
physical presence is required;
(h) Flexible work schedule is the right
granted to a solo parent employee to vary his/her
arrival and departure time without affecting the core
work hours as defined by the employer;
parent seeking benefits other than those provided for
under Sections 16, 17, 18, 19, 20, 21 and 23 of these
Rules shall be qualified on the basis of the following:
(a) A resident of the area where the
assistance is sought, as certified by
the barangay captain; Provided, that
if the solo parent is a transferee from
another barangay, he/she is required
to secure a clearance from his/her
previous barangay, indicating
whether or not he/she has availed of
any benefits for solo parents, and
the nature of such benefits.
(b) With an income level equal to or below
the poverty threshold as set forth by
NSCB and assessed by a social worker
as provided for under Section 7 of
these Rules.

(i) DSWD shall refer to the Department of

Social Welfare and Development;

(j) DOH shall refer to the Department of

Health;
(k) DOLE shall refer to the Department of
Labor and Employment;

(l) DepEd shall refer to the Department of

Education;

(m) DILG shall refer to the Department of

the Interior and Local Government;

(n) CHED shall refer to the Commission

on Higher Education;

(o) NHA shall refer to the National

Housing Authority;

(p) TESDA shall refer to the Technical

Education and Skills Development Authority;

(q) NEDA shall refer to the National

Economic and Development Authority;

(r) NSCB shall refer to the National

Statistical Coordination Board, an attached agency of
NEDA and responsible for determining the regional
poverty threshold.

ARTICLE IV
CRITERIA FOR SUPPORT
Section 7. Criteria for Support Any solo parent
whose income in the place of domicile falls equal to
or below the poverty threshold as set by the NSCB
and subject to the assessment of the duly appointed
or designated social worker in the area shall be
eligible for assistance: Provided, however, That any
solo parent whose income is above the poverty
threshold shall enjoy the benefits mentioned in
Sections 16, 17, 18, 19, 20, 21 and 23 of these Rules.
For purposes of the Act and these Rules, the place of
domicile shall refer to the residence mentioned in
Section 8(a) of these Rules.
Duman / Labor I / Prof. Battad / Page 88
 LABOR LAW 1 REVIEWER
Section 9. Assessment an applicant who manifests
the need for assistance under the Act is subject to
assessment by a social worker at the city/municipal
Social Welfare and Development Office. The
assessment shall cover, but not be limited to, the
following:
(a) Determination of the applicants category
as enumerated in Article III Section 6
paragraph (b) of these Rules;
(b) Evaluation of the needs of the applicant
and his/her children as basis for
provision of the appropriate service and
intervention;
(c) Identification of the level of readiness of
the applicant to receive a particular
service/assistance, which shall serve as
basis for the conduct of social
preparation activities prior to the
provision of such service/assistance;
and
(d) Identification of existing and potentially
available resources that may support
the applicant and his/her children.
Section 10. Procedure in Accessing Services for Solo
Parents - A person who needs assistance under this
Act shall comply with the following process;
(a) Visit the Social Welfare and Development
Office of the city or municipality of
her/his residence to manifest her/his
need for assistance;
(b) Fill up application form for the assistance,
indicating but not limited to, the
following information:
1. Name
2. Age
3. Address/Area of Domicile
4. Income per month
5. Source/s of income
6. Number of children
7. Circumstances of being solo;
(c) Undergo the necessary assessment
process as stipulated in Section 9
Article IV of these Rules;
(d) A Social Case Study Report shall be
prepared by the social worker based on
the information/data provided for by the
applicant, as well as his/her
assessment of said applicant, indicating
therein the appropriate services
needed.
(e) The Social Case Study Report, together
with a referral letter prepared by the
social worker, shall be forwarded by the
Office of the City/Municipal Social
Welfare and Development Office to the
agency concerned providing the
appropriate assistance/service.
(f) The social worker shall inform the solo
parent of the status of his/her
application within thirty (30) working
days from the filing of such and shall
require him/her to visit the
agency/institution providing the
assistance. In case the applicant is not
qualified for services under this Act,
he/she will be referred to the
appropriate agency/program for
assistance.
(g) Upon the favorable evaluation of the
social worker, a Solo Parent
Identification Card shall be issued on
the solo parent within 30 days upon
application duly signed by the
city/municipal Social Welfare Officer
and the city/municipal mayor. The Solo
Parent Identification Card is necessary
for the availment of benefits under the
Act and these Rules. Such Identification
Card shall be valid for only one (1) year,
but may be renewed subject to a new
assessment and evaluation;
(h) For the publics information and
guidance, a list of persons who applied
and those who were able to avail of the
benefits under this Act shall be made
available by the concerned
city/municipal social welfare and
development office which processed
their applications.
Section 11. Procedure for Application of Benefits An
applicant who was determined by a social worker to
be eligible for assistance may apply for benefits under
this Act through the following;
(a) The solo parent may go to the agency
providing such benefit bringing with
her/him the Identification Card issued
by the Municipal/City Social Welfare
and Development Office;
(b) Undergo the necessary qualifying
activities required by the agency as
prescribed by these Rules; and
(c) Comply with the requirements set forth by
the agency providing the service for the
duration of the assistance (e.g.
schooling, housing) subject to existing
rules of the agencies concerned.
Section 12. Procedure for Termination of Benefits
(a) A solo parent shall manifest to the Social
Welfare Office his/her intention to
withdraw the availment of the benefits
under this Act.
(b) If the solo parent does not voluntarily
manifest his/her intention to terminate
Duman / Labor I / Prof. Battad / Page 89
 LABOR LAW 1 REVIEWER
the provision of benefits and services
before the lapse of one year from the
issuance of the Solo Parent I.D., the
Social Worker, based on a report by the
employer or any interested person shall
conduct the necessary
assessment/evaluation to ascertain if
grounds for termination and withdrawal
of benefits exist. The Identification Card
shall cease to be effective upon the
lapse of one year from issuance, unless
renewed based on a new assessment
and evaluation. Failure to renew will
mean that he/she has changed
his/her status as a solo parent.
(c) The solo parent shall be informed of the
result of the assessment/evaluation and
termination of the service, if warranted,
through written notice. The termination
shall take effect 30 days from the
receipt of the notice of termination. In
cases when the service cannot be
terminated in a period of one month,
e.g. schooling, the service shall be
completed until its due time.
The NHA and other participating housing agencies
shall issue the guidelines in the termination of housing
benefits provided in sections 23 and 24 of these
Rules.
(d) The solo parent and his/her children shall
undergo psychosocial counseling with
the social worker to prepare them for
independent living.
Section 13. Relocation of the Family In the event a
solo parent decides to relocate his/her family, he/she
shall inform the city/municipal Social Welfare and
Development Office. Said office shall thereupon
transmit the records to the city/municipal Social
Welfare and Development Office of the place of
relocation.
Section 14. Duty to Monitor It shall be the duty of
the city/municipal Social Welfare Officer who receives
said records, to assign a social worker to monitor the
status of the relocated solo parent and his/her family.
Moreover, it shall also be the duty of said officer to
coordinate with the concerned agencies of any
changes in the status of the solo parent receiving
benefits from said agencies.
ARTICLE V
BENEFITS
Section 15. Comprehensive Package of Social
Development and Welfare Services A of the head of the agency. In no case shall the weekly
comprehensive package of social development and
welfare services for solo parents and their families will
be developed by the DSWD, DOH, DepEd, CHED,
TESDA, DOLE, NHA and DILG, in coordination with
local government units and non-governmental
organizations with proven track record in providing
services for solo parents.
The DSWD shall coordinate with concerned agencies
the implementation of the comprehensive package of
social development and welfare services for solo
parents and their families. The package will initially
include:
(a) Livelihood development services, which
include training on livelihood skills,
basic business management, value
orientation and the provision of seed
capital or job placement.
The criteria and procedure for evaluation of
beneficiaries for the purposes of availing of the
benefits of this item shall be provided for by the DOLE
and TESDA; the provision of seed capital shall be
guided by the credit policy of the National Credit
Council as contained in E.O. No. 138, Rationalization
of Government Directed Credit Program, passed in
1999.
(b) Counseling services, which include
individual, peer group or family
counseling. These will focus on the
resolution of personal relationship and
role conflicts.
The criteria and procedure for evaluation of
beneficiaries for the purposes of availing of the
benefits of this item shall be provided for by the
DSWD;
(c) Parent effectiveness services which
include the provision and expansion of
knowledge and skills of the solo parent
on early childhood development,
behavior management, health care and
proper nutrition, rights and duties of
parents and children;
(d) Critical incidence stress debriefing, which
includes preventive stress management
strategy designed to assist solo parents
in coping with crisis situations and
cases of abuse;
(e) Special projects for individuals in need of
protection which include temporary
shelter, counseling, legal assistance,
medical care, self-concept or ego-
building, crisis management and
spiritual enrichment.
Section 16. Flexible Work Schedule The employer
shall provide for a flexible work schedule for solo
parents: Provided, That the same shall not affect
individual and company productivity: Provided further,
That any employer may request exemption from the
above requirements from the DOLE on certain
meritorious grounds.
In the case of employees in the government service,
flexible working hours will be subject to the discretion
working hours be reduced in the event the agency
adopts the flexible working hours schedule format
(flexi-time). In the adoption of flexi-time, the core
working hours shall be prescribed taking into
consideration the needs of the service..
Section 17. Work Discrimination No
employer shall discriminate against any solo parent
employee with respect to terms and conditions of
employment on account of his/her status.
Section 18. Parental Leave In addition to leave
privileges under existing laws, parental leave of not
more than seven (7) working days every year shall be
granted to any solo parent employee who has
rendered service of at least one (1) year. The seven-
day parental leave shall be non-cumulative.
Duman / Labor I / Prof. Battad / Page 90
 LABOR LAW 1 REVIEWER
Section 19. Conditions for Entitlement of Parental
Leave A solo parent shall be entitled to parental
leave provided that:
(a) He/She has rendered at least one (1)
year of service whether continuous or
broken at the time of the affectivity of
the Act;
(b) He/She has notified his/her employer of
the availment thereof within a
reasonable time period; and
(c) He/She has presented a Solo Parent
Identification Card to his/her employer.
Section 20. Non-conversion of Parental Leave In
the event that the parental leave is not availed of, said
leave shall not be convertible to cash unless
specifically agreed upon previously. However, if said
leave were denied an employee as a result of non-
compliance with the provisions of these Rules by an
employer, the aforementioned leave may be used a
basis for the computation of damages.
Section 21. Crediting of Existing Leave If there is an
existing or similar benefit under a company policy, or
a collective bargaining agreement or collective
negotiation agreement the same shall be credited as
such. If the same is greater than the seven (7) days
provided for in the Act, the greater benefit shall
prevail.
Emergency or contingency leave provided under a
company policy or a collective bargaining agreement
shall not be credited as compliance with the parental
leave provided for under the Act and these Rules.
Section 22. Educational Benefits The DepEd, CHED
and TESDA shall provide the following benefits and
privileges:
(a) Scholarship programs for qualified solo
parents and their children in
institutions of basic, tertiary and
technical/skills education;
(b) Non-formal education programs
appropriate for solo parents and their
children.
Application Procedure:
1. Applicant must secure application form
from either DepEd, CHED and TESDA
depending on their need;
2. Submit the duly accomplished application
form together with the required
documents to the appropriate agency.
The following are the documents required to be
attached with the application:
1. Solo Parent Identification Card
2. Barangay Clearance
3. Birth Certificate
4. Notice of admission from the
school
5. Original or Certified True Copy of
the transcript of record, or the
Report Care of the last year the
applicant attended school.
Section 23. Housing Benefits Solo parents who
meet the eligibility criteria for housing assistance
under R.A. No. 7279 (Urban Development and
Housing Act of 1992) and other related rules and
regulations of participating housing agencies shall be
provided with liberal terms of payment on government
low-cost housing projects, in accordance with housing
law provisions, prioritizing applicants below the
poverty line as declared by the NSCB.
Section24. The NHA shall make available housing
units to solo parents in its housing projects subject to
existing disposition policies or may refer them to other
housing projects, as appropriate, provided that:
(a) The identified solo parent must be eligible
for assistance under the provisions of
this Act;
(b) Solo parents applying for housing
benefits must meet the qualification
criteria for housing assistance under
Republic Act 7279, or the Urban
Development and Housing Act
(UDHA) and other NHA eligibility
criteria under existing policies, rules
and regulations; and
(c) Eligible solo parents shall file their
application for housing unit directly
with the concerned NHA Project
Offices.
Upon written request, the NHA shall provide the
DSWD a listing of NHA projects with available
housing units for disposition. This list shall be updated
and provided semi-annually.
Section 25. Medical Assistance The DOH shall
develop a comprehensive health care program for
solo parents and their children. The program shall be
implemented by the DOH through their retained
hospitals and medical centers and the local
government units (LGUs) through their
provincial/district/city/municipal hospitals and rural
health units (RHUs).
Section 26. Essential Health Packages To ensure
the state of well-being of the solo parent and his/her
family, healthy/medical services shall be made
available at all times, in all levels of health care
delivery system as mentioned in the previous section.
These health/medical services shall be part of the
regular essential health packages being provided at
various stages of life.
ARTICLE VI
ADDITIONAL POWERS AND FUNCTIONS OF THE
DSWD
Section 27. Additional Powers and Functions of the
DSWD The DSWD shall perform the following
additional powers and functions relative to the welfare
and development of solo parents and their families:
(a) Conduct research necessary to:
Duman / Labor I / Prof. Battad / Page 91
 LABOR LAW 1 REVIEWER
(1) develop a new body of knowledge
on solo parents;
(2) Define executive and legislative
measures needed to promote and
protect the interest of solo parents
and their children; and
(3) Assess the effectiveness of policies
and programs designed for solo
parents and their children;
The commissioning or contracting out for the conduct
of said research shall be inherent in the performance
of herein function;
(b) Coordinate the activities of various
government agencies, LGUs, and non-
government organizations engaged in
promoting and protecting the interests
of solo parents and their children;
(c) Coordinate the dissemination of
information concerning the benefits of
the Act and these Rules, as well as
other advocacy activities; and
(d) Monitor the implementation of the
provisions of this Act and suggest
mechanisms by which such provisions
are efficiently and effectively
implemented.
Section 28. Review Committee A special review
committee comprised of members from the DSWD,
DOH, DepEd, DILG, CHED, TESDA, NHA, DOLE
and other related government agencies and non-
government organizations or civil society involved in
the implementation of the provisions of the Act shall
be created and headed by the DSWD for the purpose
of evaluating the efficacy and relevancy of the
provisions of the Act to the present situation.
The duties and responsibilities of the members of this
Review Committee shall be considered as part of their
regular functions.
ARTICLE VII
FINAL PROVISIONS
Section 29. Appropriations The amount necessary
to carry out the provisions of the Act shall be included
in the budget of concerned government agencies in
the General Appropriations Act of the year following
its enactment into law and thereafter.
Section 30. Repealing Clause All laws, decrees,
executive orders, administrative orders or parts
thereof inconsistent with the provisions of the Act are
hereby repealed, amended or modified accordingly.
Section 31. Separability Clause If any provision of
the Act is held invalid or unconstitutional, other
provisions not affected thereby shall continue to be in
full force and effect.
Section 32. Effectivity Clause These Implementing
Rules and Regulations shall take effect fifteen (15)
days following its publication in one (1) national
newspaper of general circulation.
7. Service Charges
Reference: Art. 96; Omnibus Rules, Book III, Rule VI
ART. 96. Service charges. - All service charges collected by
hotels, restaurants and similar establishments shall be
distributed at the rate of eighty-five percent (85%) for all
covered employees and fifteen percent (15%) for
management. The share of the employees shall be equally
distributed among them. In case the service charge is
abolished, the share of the covered employees shall be
considered integrated in their wages.
RULE VI
Service Charges
SECTION 1. Coverage. This rule shall apply only to
establishments collecting service charges such as hotels,
restaurants, lodging houses, night clubs, cocktail lounge,
massage clinics, bars, casinos and gambling houses, and
similar enterprises, including those entities operating
primarily as private subsidiaries of the Government.
SECTION 2. Employees covered. This rule shall apply to
all employees of covered employers, regardless of their
positions, designations or employment status, and
irrespective of the method by which their wages are paid
except to managerial employees.
As used herein, a "managerial employee" shall mean one
who is vested with powers or prerogatives to lay down and
execute management policies and/or to hire, transfer,
suspend, lay-off, recall, discharge, assign, or discipline
employees or to effectively recommend such managerial
actions. All employees not falling within this definition shall
be considered rank-and-file employees.
SECTION 3. Distribution of service charges. All service
charges collected by covered employers shall be distributed
at the rate of 85% for the employees and 15% for the
management. The 85% shall be distributed equally among
the covered employees. The 15% shall be for the disposition
by management to answer for losses and breakages and
distribution to managerial employees at the discretion of the
management in the latter case.
SECTION 4. Frequency of distribution. The shares
referred to herein shall be distributed and paid to the
employees not less than once every two (2) weeks or twice
a month at intervals not exceeding sixteen (16) days.
SECTION 5. Integration of service charges. In case the
service charges is abolished the share of covered employees
shall be considered integrated in their wages. The basis of
the amount to be integrated shall be the average monthly
share of each employee for the past twelve (12) months
immediately preceding the abolition of withdrawal of such
charges.
SECTION 6. Relation to agreements. Nothing in this Rule
shall prevent the employer and his employees from entering
into any agreement with terms more favorable to the
employees than those provided herein, or be used to
diminish any benefit granted to the employees under
existing laws, agreement and voluntary employer practice.
SECTION 7. This rule shall be without prejudice to existing,
future collective bargaining agreements.
Duman / Labor I / Prof. Battad / Page 92
 LABOR LAW 1 REVIEWER

Nothing in this rule shall be construed to justify the

reduction or diminution of any benefit being enjoyed by any
employee at the time of effectivity of this rule.

a. Covered Employees, Art. 96

b. Sharing, Art. 96

Duman / Labor I / Prof. Battad / Page 93

 LABOR LAW 1 REVIEWER
G. Minimum Wages and Wage Fixing Machinery
Reference: Art. 96; Omnibus Rules, Book III, Rules VII-VIII
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. (As amended by Section 3, Republic Act
No. 6727, June 9, 1989).
Art XIII, Section 3. The State shall afford full protection to
labor, local and overseas, organized and unorganized, and
promote full employment and equality of employment
opportunities for all.
It shall guarantee the rights of all workers to self-
organization, collective bargaining and negotiations, and
peaceful concerted activities, including the right to strike in
accordance with law. They shall be entitled to security of
tenure, humane conditions of work, and a living wage. They
shall also participate in policy and decision-making processes
affecting their rights and benefits as may be provided by
law.
The State shall promote the principle of shared responsibility
between workers and employers and the preferential use of
voluntary modes in settling disputes, including conciliation,
and shall enforce their mutual compliance therewith to foster
industrial peace.
The State shall regulate the relations between workers and
employers, recognizing the right of labor to its just share in
the fruits of production and the right of enterprises to
reasonable returns to investments, and to expansion and
growth.
RULE VII
Wages
SECTION 1. Definition of Terms. As used in this Rules
a) "Act" means Republic Act No. 6727;
b) "Commission" means the National Wages and Productivity
Commission;
c) "Board" means the Regional Tripartite Wages and
Productivity Board;
d) "Agriculture" refers to all farming activities in all its
branches and includes among others, the cultivation and
tillage of the soil, production, cultivation, growing and
harvesting of any agricultural or horticultural commodities,
dairying, raising of livestock or poultry, the culture of fish
and other aquatic products in farms or ponds, and any
activities performed by a farmer or on a farm as an incident
to or in conjunction with such farming operations, but does
not include the manufacturing and/or processing of sugar,
coconut, abaca, tobacco, pineapple, aquatic or other farm
products;
e) "Plantation Agricultural Enterprise" is one engaged in
agriculture within an area of more than 24 hectares in a
locality and/or which employs at least 20 workers. Any other
agricultural enterprise shall be considered as "Non-Plantation
Agricultural Enterprises";
f) "Retail Establishment" is one principally engaged in the
sale of goods to end-users for personal or household use;
g) "Service Establishment" is one primarily engaged in the
sale of service to individuals for their own or household use
and is generally recognized as such;
h) "Cottage/Handicraft Establishment" is one engaged in an
economic endeavor in which the products are primarily done
in the home or such other places for profit which requires
manual dexterity and craftsmanship and whose capitalization
does not exceed P500,000, regardless of previous
registration with the defunct NACIDA;
i) "National Capital Region" covers the cities of Kalookan,
Manila, Pasay and Quezon and the municipalities of Las
Pias, Makati, Malabon, Mandaluyong, Marikina, Muntinlupa,
Navotas, Paraaque, Pasig, Pateros, San Juan, Taguig and
Valenzuela;
j) "Region III" covers the provinces of Bataan, Bulacan,
Nueva Ecija, Pampanga, Tarlac, and Zambales and the cities
of Angeles, Cabanatuan, Olongapo, Palayan and San Jose;
k) "Region IV" covers the provinces of Aurora, Batangas,
Cavite, Laguna, Marinduque, Occidental Mindoro, Palawan,
Quezon, Rizal and Romblon and the cities of Batangas,
Cavite, Lipa, Lucena, Puerto Princesa, San Pablo, Tagaytay
and Trece Martires;
l) "Department" refers to the Department of Labor and
Employment;
m) "Secretary" means the Secretary of Labor and
Employment;
n) "Basic Wage" means all remuneration or earnings paid by
an employer to a worker for services rendered on normal
working days and hours but does not include cost-of-living
allowances, profit sharing payments, premium payments,
13th month pay or other monetary benefits which are not
considered as part of or integrated into the regular salary of
the workers on the date the Act became effective."
o) "Statutory Minimum Wage" is the lowest wage fixed by
law that an employer can pay his workers;
p) "Wage Distortion" means a situation where an increase in
prescribed wage rates results in the elimination or severe
contraction of intentional quantitative differences in wage or
salary rates between and among employee groups in an
establishment as to effectively obliterate the distinctions
embodied in such wage structure based on skills, length of
service, or other logical bases of differentiation;
q) "Capitalization" means paid-up capital, in the case of a
corporation, and total invested capital, in the case of a
partnership or single proprietorship.
CHAPTER I
Wage Increase
SECTION 1. Coverage. The wage increase prescribed
under the Act shall apply to all workers and employees in
the private sector regardless of their position, designation or
status, and irrespective of the method by which their wages
are paid, except:
Duman / Labor I / Prof. Battad / Page 94
 LABOR LAW 1 REVIEWER

a) Household or domestic helpers, including family drivers (ii) P3,041.67 where the workers and employees do not
and workers in the personal service of another; work but considered paid on rest days, special days and
regular holidays.
b) Workers and employees in retail/service establishments
regularly employing not more than 10 workers, when (iii) P2,616.67 where the workers and employees do not
exempted from compliance with the Act, for a period fixed work and are not considered paid on Sundays or rest days.
by the Commission/Boards in accordance with Section 4 (c)
of the Act and Section 15, Chapter 1 of these Rules;
(iv) P2,183.33 where the workers and employees do not
work and are not considered paid on Saturdays and Sundays
c) Workers and employees in new business enterprises or rest days.
outside the National Capital Region and export processing
zones for a period of not more than two or three years, as
c) Workers and employees who, prior to July 1, 1989, were
the case may be, from the start of operations when
receiving a basic wage of more than P100.00 per day or its
exempted in accordance with Section 5 of the Act and
monthly equivalent, are not by law entitled to the wage
Section 15, Chapter I of these Rules;
increase provided under the Act. They may however, receive
wage increases through the correction of wage distortions in
d) Workers and employees receiving a basic wage of more accordance with Section 16, Chapter I of these Rules.
than P100.00 per day.
SECTION 5. Daily Statutory Minimum Wage Rates. The
SECTION 2. Effectivity. The Act takes effect on July 1, daily minimum wage rates of workers and employees shall
1989, 15 days following its complete publication in two be as follows:
newspapers of general circulation on June 15, 1989 pursuant
to Section 15 thereof.
Sector/Industry Under Under
R. A. 6640 R. A. 6727
SECTION 3. Amount of Minimum Wage Increase. Effective (Effective (Effective
July 1, 1989, the daily statutory minimum wage rates of Dec. 14, July 1,
covered workers and employees shall be increased as 1987) 1989)
follows:
A. NATIONAL CAPITAL REGION
a) P25.00 for those in the National Capital Region;
Non-Agriculture P64.00 P89.00
b) P25.00 for those outside the National Capital Region,
except for the following:
Agriculture
Plantation 54.00 79.00
P20.00 for those in plantation agricultural enterprises with
an annual gross sales of less than P5 million in the fiscal
Non-Plantation 43.50 68.50
year immediately preceding the effectivity of the Act;

Cottage/Handicraft
P15.00 for those in the following enterprises:
Employing more than 30
workers 52.00 77.00
1. Non-plantation agriculture
Employing not more than
2. Cottage/handicraft 30 workers 50.00 75.00

3. Retail/Service regularly employing not more than 10 Private Hospitals

workers With bed capacity of more
than 100 64.00 89.00
4. Business enterprises with a capitalization of not more than
P500,000 and employing not more than 20 workers. With bed capacity of 100
or less 60.00 85.00
SECTION 4. When Wage Increase Due Other Workers. a)
All workers and employees who, prior to July 1, 1989, were Retail/Service
already receiving a basic wage above the statutory minimum Employing more than 15
wage rates provided under Republic Act 6640 but not over workers 64.00 89.00
P100.00 per day shall receive a wage increase equivalent to
that provided in the preceding Section.
Employing 11 to 15
workers 60.00 85.00
b) Those receiving not more than the following monthly
basic wage rates prior to July 1, 1989 shall be deemed
Employing not more than
covered by the preceding subsection:
10 workers 43.00 68.00

(i) P3,257.50 where the workers and employees work

B. OUTSIDE NATIONAL CAPITAL REGION
everyday, including premium payments for Sundays or rest
days, special days and regular holidays.
Non-Agriculture 64.00 89.00

Duman / Labor I / Prof. Battad / Page 95

 LABOR LAW 1 REVIEWER

Agriculture Municipalities and Cities

Plantation with annual gross w/ population of not more
sales of P5M or more 54.00 79.00 than 150,000

Plantation with annual gross Employing more than 10

sales of less than P5M 54.00 74.00 workers 60.00 75.00

Non-plantation 43.50 58.50 SECTION 6. Suggested Formula in Determining the

Equivalent Monthly Statutory Minimum Wage Rates.
Without prejudice to existing company practices, agreements
Cottage/Handicraft
or policies, the following formula may be used as guides in
Employing more than
determining the equivalent monthly statutory minimum
30 workers 52.00 67.00
wage rates:

Employing not more

a) For those who are required to work everyday including
than 30 workers 50.00 65.00
Sundays or rest days, special days and regular holidays:

Private Hospitals 60.00 85.00

Equivalent Applicable daily wage rate (ADR) x 390.90 days

Retail/Service
Monthly =
Cities w/ population of more
than 150,000
Rate (EMR) 12
Employing more than
15 workers 64.00 89.00 Where 390.90 days =

Employing 11 to 15 workers 60.00 85.00 302 days Ordinary working days

Employing not more than 20 days 10 regular holidays x 200%

10 workers 43.00 58.00
66.30 days 51 rest days x 130%
Sugar Mills
2.60 days 2 special days x 130%
Agriculture
390.90 days Total equivalent number of days.
Plantation w/ annual gross
sales of P5M or more 48.50 73.50
b) For those who do not work but considered paid on rest
days, special days and regular holidays:
Plantation w/ annual gross ADR x 365 days
sales of less than P5M 48.50 68.50
EMR =
Non-plantation 43.50 58.50
12
Business Enterprises w/ Capitalization
of not more than P500,000 and
Where 365 days =
employing not more than 20 workers
Non-Agriculture 64.00 79.00
302 days Ordinary working days
Agriculture Plantation
Products Other than Sugar 54.00 69.00 51 days Rest days

Sugar 48.50 63.50 10 days Regular holidays

Private Hospitals 60.00 75.00 2 days Special days

Retail/Service 365 days Total equivalent number of days

Cities w/ population of more
than 150,000 c) For those who do not work and are not considered paid
on Sundays or rest days:
Employing more than ADR x 314 days
15 workers 64.00 79.00
EMR =
Employing 11 to 15 workers 60.00 75.00
12

Duman / Labor I / Prof. Battad / Page 96

 LABOR LAW 1 REVIEWER
Where 314 days =
302 days Ordinary working days
10 days Regular holidays
2 days Special days (If considered
paid; If actually worked,
this is equivalent to 2.6 days)
314 days Total equivalent number of days
d) For those who do not work and are not considered paid
on Saturdays or rest days:
ADR x 262 days
EMR =
12
Where 262 days =
250 days Ordinary working days
10 days Regular holidays
2 days Special days (If considered paid; If actually
worked, this is equivalent to 2.6 days)
262 days Total equivalent number of days
Note: For workers whose rest days fall on Sundays, the
number of rest days in a year is reduced from 52 to 51 days,
the last Sunday of August being a regular holiday under
Executive Order No. 201. For purposes of computation, said
holiday, although still a rest day for them, is included in the
ten regular holidays. For workers whose rest days do not fall
on Sundays, the number of rest days is 52 days, as there
are 52 weeks in a year.
Nothing herein shall be considered as authorizing the
reduction of benefits granted under existing agreements or
employer practices/policies.
SECTION 7. Basis of Minimum Wages Rates. The
statutory minimum wage rules prescribed under the Act shall
be for the normal working hours, which shall not exceed
eight hours work a day.
SECTION 8. Creditable Wage Increase.
a) No wage increase shall be credited as compliance with
the increases prescribed under the Act unless expressly
provided under collective bargaining agreements; and, such
wage increase was granted not earlier than April 1, 1989 but
not later than July 1, 1989. Where the wage increase
granted is less than the prescribed increase under the Act,
the employer shall pay the difference.
b) Anniversary wage increase provided in collective
agreements, merit wage increase, and those resulting from
the regularization or promotion of employees shall not be
credited as compliance thereto.
SECTION 9. Workers Paid by Results.
a) All workers paid by results, including those who are paid
on piecework, takay, pakyaw, or task basis, shall receive not
less than the applicable statutory minimum wage rates
prescribed under the Act for the normal working hours which
shall not exceed eight hours work a day, or a proportion
thereof for work of less than the normal working hours.
The adjusted minimum wage rates for workers paid by
results shall be computed in accordance with the following
steps:
1) Amount of increase in AMW - Previous AMW x 100 = %
Increase;
2) Existing rate/piece x % increase = increase in rate/piece;
3) Existing rate/piece + increase in rate/piece = Adjusted
rate/piece.
Where AMW is the applicable minimum wage rate.
b) The wage rates of workers who are paid by results shall
continue to be established in accordance with Article 101 of
the Labor Code, as amended and its implementing
regulations.
SECTION 10. Wages of Special Groups of Workers. Wages
of apprentices, learners and handicapped workers shall in no
case be less than 75 percent of the applicable statutory
minimum wage rates.
All recognized learnership and apprenticeship agreements
entered into before July 1, 1989 shall be considered as
automatically modified insofar as their wage clauses are
concerned to reflect the increases prescribed under the Act.
SECTION 11. Application to Contractors. In the case of
contracts for construction projects and for security, janitorial
and similar services, the prescribed wage increases shall be
borne by the principals or clients of the construction/service
contractors and the contract shall be deemed amended
accordingly. In the event, however, that the principal or
client fails to pay the prescribed wage rates, the
construction/service contractor shall be jointly and severally
liable with his principal or client.
SECTION 12. Application to Private Educational Institution.
Private educational institutions which increased tuition
fees beginning school year 1989-1990 shall comply with the
P25.00 per day wage increase prescribed under the Act
effective as follows:
a) In cases where the tuition fee increase was effected
before the effectivity of the Act, the wage increase shall take
effect only July 1, 1989.
b) In cases where the tuition fee increase was effected on or
after the effectivity of the Act, the wage increase shall take
effect not later than the date the school actually increased
tuition but in the latter case, such wage increase may not be
made retroactive in July 1, 1989.
Duman / Labor I / Prof. Battad / Page 97
 LABOR LAW 1 REVIEWER
Beginning school year 1990-1991, all schools shall
implement the wage increase regardless of whether or not
they have actually increased tuition fees.
SECTION 13. Mobile and Branch Workers. The statutory
minimum wage rates of workers, who by the nature of their
work have to travel, shall be those applicable in the domicile
or head office of the employer.
The minimum wage rates of workers working in branches or
agencies of establishments in or outside the National Capital
Region shall be those applicable in the place where they are
stationed.
SECTION 14. Transfer of Personnel. The transfer of
personnel to areas outside the National Capital Region shall
not be a valid ground for the reduction of the wage rates
being enjoyed by the workers prior to such transfer. The
workers transferred to the National Capital Region shall be
entitled to the minimum wage rate applicable therein.
SECTION 15. Exemptions.
a) The following establishments may be exempted from
compliance with the wage increase prescribed under the Act:
1) Retail/Service establishments regularly employing not
more than 10 workers upon application with and as
determined by the appropriate Board in accordance with
applicable guidelines to be issued by the Commission.
2) New business enterprises that may be established outside
the National Capital Region and export processing zones
from July 1, 1989 to June 30, 1993, whose operation or
investments need initial assistance may be exempted for not
more than three years from the start of operations, subject
to guidelines to be issued by the Secretary in consultation
with the Department of Trade and Industry and the
Department of Agriculture.
New business enterprises in Region III (Central Luzon) and
Region IV (Southern Tagalog) may be exempted for two
years only from start of operations, except those that may
be established in the provinces of Palawan, Oriental
Mindoro, Occidental Mindoro, Marinduque, Romblon, Quezon
and Aurora, which may also be exempted for not more than
three years from the start of operations.
b) Whenever an application for exemption has been duly
filed with the appropriate office in the Department/Board,
action by the Regional Office of the Department on any
complaints for alleged non-compliance with the Act shall be
deferred pending resolution of the applicant for exemption.
c) In the event that the application for exemption is not
granted, the workers and employees shall receive the
appropriate compensation due them as provided for under
the Act plus interest of one percent per month retroactive to
July 1, 1989 or the start of operations whichever is
applicable.
SECTION 16. Effects on Existing Wage Structure. Where
the application of the wage increase prescribed herein
results in distortions in the wage structure within an
establishment which gives rise to a dispute therein, such
dispute shall first be settled voluntarily between the parties.
In the event of a deadlock, such dispute shall be finally
resolved through compulsory arbitration by the regional
arbitration branch of the National Labor Relations
Commission (NLRC) having jurisdiction over the workplace.
The NLRC shall conduct continuous hearings and decide any
dispute arising from wage distortions within twenty calendar
days from the time said dispute is formally submitted to it
for arbitration. The pendency of a dispute arising from a
wage distortion shall not in any way delay the applicability of
the increases in the wage rates prescribed under the Act.
Any issue involving wage distortion shall not be a ground for
a strike/lockout.
SECTION 17. Complaints for Non-Compliance. Complaints
for non-compliance with the wage increases prescribed
under the Act shall be filed with the Regional Offices of the
Department having jurisdiction over the workplace and shall
be the subject of enforcement proceedings under Articles
128 and 129 of the Labor Code, as amended.
SECTION 18. Conduct of inspection by the Department.
The Department shall conduct inspections of establishments,
as often as necessary, to determine whether the workers are
paid the prescribed wage rates and other benefits granted
by law or any Wage Order. In the conduct of inspection in
unionized companies, Department inspectors shall always be
accompanied by the president or other responsible officer of
the recognized bargaining unit or of any interested union. In
the case of non-unionized establishments, a worker
representing the workers in the said company shall
accompany the inspector.
The worker's representative shall have the right to submit
his own findings to the Department and to testify on the
same if he does not concur with the findings of the labor
inspector.
SECTION 19. Payment of Wages. Upon written petition of
the majority of the workers and employees concerned, all
private establishments, companies, businesses and other
entities with at least twenty workers and located within one
kilometer radius to a commercial, savings or rural bank, shall
pay the wages and other benefits of their workers through
any of said banks, within the period and in the manner and
form prescribed under the Labor Code as amended.
SECTION 20. Duty of Bank. Whenever applicable and
upon request of concerned worker or union, the bank
through which wages and other benefits are paid issue a
certification of the record of payment of said wages and
benefits of a particular worker or workers for a particular
payroll period.
CHAPTER II
The National Wages and Productivity Commission and
Regional Tripartite Wages and Productivity Boards
SECTION 1. Commission. The National Wages and
Productivity Commission created under the Act shall hold
office in the National Capital Region. The Commission shall
be attached to the Department for policy and program
coordination.
SECTION 2. Powers and Functions of the Commission.
The Commission shall have the following powers and
functions:
a) To act as the national consultative and advisory body to
the President of the Philippines and Congress on matters
relating to wages, incomes and productivity;
Duman / Labor I / Prof. Battad / Page 98
 LABOR LAW 1 REVIEWER

b) To formulate policies and guidelines on wages, incomes areas where the Regional Offices of the Department are
and productivity improvement at the enterprise, industry and located.
national levels;
SECTION 6. Powers and Functions of the Boards. The
c) To prescribe rules and guidelines for the determination of Boards shall have the following powers and functions:
appropriate minimum wage and productivity measures at the
regional, provincial or industry levels;
a) To develop plans, programs and projects relative to
wages, incomes and productivity improvement for their
d) To review regional wage levels set by the Regional respective regions;
Tripartite Wages and Productivity Board to determine if
these are in accordance with prescribed guidelines and
b) To determine and fix minimum wage rates applicable in
national development plans;
their region, provinces or industries therein and to issue the
corresponding wage orders, subject to guidelines issued by
e) To undertake studies, researches and surveys necessary the Commission;
for the attainment of its functions and objectives, and to
collect and compile data and periodically disseminate
c) To undertake studies, researches, and surveys necessary
information on wages and productivity and other related
for the attainment of their functions, objectives and
information, including, but not limited to, employment, cost-
programs, and to collect and compile data on wages,
of-living, labor costs, investments and returns;
incomes, productivity and other related information and
periodically disseminate the same;
f) To review plans and programs of the Regional Tripartite
Wages and Productivity Boards to determine whether these
d) To coordinate with the other Boards as may be necessary
are consistent with national development plans;
to attain the policy and intention of the Labor Code;

g) To exercise technical and administrative supervision over

e) To receive, process and act on applications for exemption
the Regional Tripartite Wages and Productivity Boards;
from prescribed wage rates as may be provided by law or
any Wage Order; and
h) To call, from time to time, a national tripartite conference
of representatives of government, workers and employers
f) To exercise such other powers and functions as may be
for the consideration of measures to promote wage
necessary to carry out their mandate under the Labor Code.
rationalization and productivity; and

Implementation of the plans, programs and projects of the

i) To exercise such powers and functions as may be
Boards shall be through the respective Regional Offices of
necessary to implement this Act.
the Department, provided, however, that the Boards shall
have technical supervision over the Regional Office of the
SECTION 3. Composition of the Commission. The Department with respect to the implementation of these
Commission shall be composed of the Secretary as ex-officio plans, programs and projects.
Chairman, the Director General of the National Economic
and Development Authority (NEDA) as ex-officio Vice-
SECTION 7. Compositions of the Boards. Each Board shall
Chairman and two members each from workers and
be composed of the Regional Director of the Department as
employers sectors who shall be appointed by the President
Chairman, the Regional Directors of the National Economic
for a term of five years upon recommendation of the
and Development Authority (NEDA) and Department of
Secretary. The recommendees shall be selected from the
Trade and Industry (DTI) as Vice-Chairmen and two
lists of nominees submitted by the workers' and employers'
members each of workers and employers sectors who shall
sectors. The Executive Director of the Commission
be appointed by the President for a term of five years upon
Secretariat shall be also a member of the Commission.
the recommendation of the Secretary. The recommendees
shall be selected from the list of nominees submitted by the
The members of the Commission representing labor and workers and employers sectors.
management shall have the same rank, emoluments,
allowances and other benefits as those prescribed by law for
Each Board shall be assisted by a Secretariat.
labor and management representatives in the Employees'
Compensation Commission.
SECTION 8. Authority to Organize and Appoint Personnel.
The Chairman of the Commission shall organize such units
SECTION 4. Commission Secretariat. The Commission
and appoint the necessary personnel of the Commission and
shall be assisted by a Secretariat to be headed by an
Board Secretaries, subject to pertinent laws, rules and
Executive Director and two Deputy Directors who shall be
regulations.
appointed by the President upon recommendation of the
Secretary.
CHAPTER III
Minimum Wage Determination
The Executive Director shall have the rank of a Department
Assistant Secretary, while the Deputy Directors that of a
Bureau Director. The Executive Director and Deputy SECTION 1. Regional Minimum Wages. The minimum
Directors shall receive the corresponding salary, benefits and wage rates for agricultural and non-agricultural workers and
other emoluments of the positions. employees in every region shall be those prescribed by the
Boards which shall in no case be lower than the statutory
minimum wage rates. These wage rates may include wages
SECTION 5. Regional Tripartite Wages and Productivity
by industry, province or locality as may be deemed
Boards. The Regional Wages and Productivity Boards
necessary by the Boards.
created under the Act in all regions, including autonomous
regions as may be established by law, shall hold offices in

Duman / Labor I / Prof. Battad / Page 99

 LABOR LAW 1 REVIEWER
SECTION 2. Standards/Criteria for Minimum Wage Fixing.
The regional minimum wages to be established by the
Boards 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 workers within the framework of the national economic
and social development programs. In the determination of
regional minimum wages, the Boards, 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 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.
SECTION 3. Wage Order. Whenever conditions in the
region so warrant, the Board shall investigate and study all
pertinent facts; and, based on standards and criteria
prescribed herein, shall determine whether a Wage Order
should be issued.
In the performance of its wage determining functions, the
Board shall conduct public hearings and consultations giving
notices to employees' and employers' groups, provincial, city
and municipal officials and other interested parties.
SECTION 4. Effectivity of Wage Order. Any Wage Order
issued by the Board shall take effect 15 days after its
complete publication in at least one newspaper of general
circulation in the region.
SECTION 5. Appeal to the Commission. Any party
aggrieved by the Wage Order issued by the Board may file
an appeal with the Commission within ten calendar days
from the publication of the Order. The Commission shall
decide the appeal within sixty calendar days from the date of
filing.
SECTION 6. Effect of Appeal. The filing of the appeal shall
not suspend the effectivity of the Wage Order unless the
person appealing such order files with the Commission an
undertaking with a surety or sureties in such amount as may
be fixed by the Commission.
SECTION 7. Wage Distortions. Where the application of
any wage increase resulting from a Wage Order issued by
any Board results in distortions in the wage structure within
an establishment, the employer and the union shall
negotiate to correct the distortions using the grievance
procedure under their collective bargaining agreement. If it
remains unresolved, it shall be decided through voluntary
arbitration ten calendar days from the time the dispute was
referred for voluntary arbitration, unless otherwise agreed
by the parties in writing.
Where there are no collective agreements or recognized
labor unions, the employer and workers shall endeavor to
correct the wage distortion. Any dispute arising therefrom
shall be settled through the National Conciliation and
Mediation Board and if it remains unresolved after ten
calendar days of conciliation, it shall be referred to the
appropriate branch of the National Labor Relations
Commission (NLRC). The NLRC shall conduct continuous
hearings and decide the dispute within twenty calendar days
from the time said dispute is submitted for compulsory
arbitration.
The pendency of a dispute arising from a wage distortion
shall not in any way delay the applicability of any wage
increase prescribed pursuant to the provisions of law or
Wage Order.
SECTION 8. Non-Diminution of Benefits. Nothing in the
Act and in these Rules shall be construed to reduce any
existing laws, decrees, issuances, executive orders, and/or
under any contract or agreement between the workers and
employers.
SECTION 9. Prohibition Against Injunction. No preliminary
or permanent injunction or temporary restraining order may
be issued by any court, tribunal or other entity against any
proceedings before the Commission or Boards.
SECTION 10. Penal Provisions. Any person, corporation
trust, firm, partnership, association or entity which refuses
or fails to pay any of the prescribed increases or
adjustments in the wage rates made in accordance with the
Act shall be punished by a fine not exceeding P25,000
and/or imprisonment of not less than one year nor more
than two years: Provided, that any person convicted under
the Act shall not be entitled to the benefits provided for
under the Probation Law.
If the violation is committed by a corporation, trust or firm,
partnership, association or any other entity, the penalty of
imprisonment shall be imposed upon the entity's responsible
officers, including, but not limited to, the president, vice-
president, chief executive officer, general manager,
managing director or partner.
SECTION 11. Registration/Reporting Requirement. Any
person, company, corporation, partnership or any other
entity engaged in business shall submit annually a verified
itemized listing of their labor component to the appropriate
Board and the National Statistics Office not later than
January 31 of each year, starting on January 31, 1990 in
accordance with the form to be prescribed by the
Commission. The listing shall specify the names, salaries and
wages of their workers and employees below the managerial
level including learners, apprentices and
disabled/handicapped workers.
CHAPTER IV
Transitory Provisions
SECTION 1. Abolition of the National Wages Council and the
National Productivity Commission. The National Wages
Council created under Executive Order No. 614 and the
National Productivity Commission created under Executive
Order No. 615 are abolished. All properties, records,
equipment, buildings, facilities, and other assets, liabilities
and appropriations of and belonging to the abovementioned
Duman / Labor I / Prof. Battad / Page 100
 LABOR LAW 1 REVIEWER
offices, as well as other matters pending herein, shall be
transferred to the Commission. All personnel of the above
abolished offices shall continue to function in a hold-over
capacity and shall be preferentially considered for
appointments to or placements in the Commission/Boards.
Any official or employee separated from the service as a
result of the abolition of offices pursuant to the Act shall be
entitled to appropriate separation pay of one month salary
for every year of service and/or retirement and other
benefits accruing to them under existing laws. In lieu
thereof, at the option of the employee, he shall be
preferentially considered for employment in the government
or in any of its subdivisions, instrumentalities, or agencies,
including government owned or controlled corporations and
their subsidiaries.
SECTION 2. Interim Processing of Applications for Exemption
and Submission of Reports. Pending the operationalization
of the Commission and Boards, the National Wages Council
shall, in the interim, receive and process applications for
exemption subject to guidelines to be issued by the
Secretary, in accordance with Section 11 of the Act.
Reports of establishments on their labor component,
including wages and salaries of their workers prescribed
under the Act, shall be submitted to the National Wages
Council through the Regional Offices of the Department.
SECTION 3. Funding Requirement. The funds necessary
to carry out the provisions of the Act shall be taken from the
Compensation and Organization Adjustment Fund, the
Contingent Fund, and other savings under Republic Act No.
6688, otherwise known as the General Appropriations Act of
1989, or from any unappropriated funds of the National
Treasury; Provided, that the funding requirements necessary
to implement the Act shall be included in the annual General
Appropriations Act for the succeeding years.
SECTION 4. Repealing Clause. All laws, orders, issuances,
rules and regulations or parts thereof inconsistent with the
provisions of the Act and this Rules are hereby repealed,
amended or modified accordingly. If any provision or part of
the Act and this Rules, or the application thereof to any
person or circumstance is held invalid or unconstitutional,
the remainder of the Act and these Rules or the application
of such provision or part thereof to other persons or
circumstance shall not be affected thereby.
SECTION 5. Effectivity. These rules shall take effect on
July 1, 1989.
RULE VIII
Payment of Wages
SECTION 1. Manner of wage payment. As a general rule,
wages shall be paid in legal tender and the use of tokens,
promissory notes, vouchers, coupons, or any other form
alleged to represent legal tender is absolutely prohibited
even when expressly requested by the employee.
SECTION 2. Payment by check. Payment of wages by
bank checks, postal checks or money orders is allowed
where such manner of wage payment is customary on the
date of the effectivity of the Code, where it is so stipulated
in a collective agreement, or where all of the following
conditions are met:
(a) There is a bank or other facility for encashment within a
radius of one (1) kilometer from the workplace;
(b) The employer or any of his agents or representatives
does not receive any pecuniary benefit directly or indirectly
from the arrangement;
(c) The employees are given reasonable time during banking
hours to withdraw their wages from the bank which time
shall be considered as compensable hours worked if done
during working hours; and
(d) The payment by check is with the written consent of the
employees concerned if there is no collective agreement
authorizing the payment of wages by bank checks.
SECTION 3. Time of payment. (a) Wages shall be paid
not less than once every two (2) weeks or twice a month at
intervals not exceeding sixteen (16) days, unless payment
cannot be made with such regularity due to force majeure or
circumstances beyond the employer's control in which case
the employer shall pay the wages immediately after such
force majeure or circumstances have ceased.
(b) In case of payment of wages by results involving work
which cannot be finished in two (2) weeks, payment shall be
made at intervals not exceeding sixteen days in proportion
to the amount of work completed. Final settlement shall be
made immediately upon completion of the work.
SECTION 4. Place of payment. As a general rule, the
place of payment shall be at or near the place of
undertaking. Payment in a place other than the work place
shall be permissible only under the following circumstances:
(a) When payment cannot be effected at or near the place
of work by reason of the deterioration of peace and order
conditions, or by reason of actual or impending emergencies
caused by fire, flood, epidemic or other calamity rendering
payment thereat impossible;
(b) When the employer provides free transportation to the
employees back and forth; and
(c) Under any other analogous circumstances; Provided,
That the time spent by the employees in collecting their
wages shall be considered as compensable hours worked;
(d) No employer shall pay his employees in any bar, night or
day club, drinking establishment, massage clinic, dance hall,
or other similar places or in places where games are played
with stakes of money or things representing money except
in the case of persons employed in said places.
SECTION 5. Direct payment of wages. Payment of wages
shall be made direct to the employee entitled thereto except
in the following cases:
(a) Where the employer is authorized in writing by the
employee to pay his wages to a member of his family;
(b) Where payment to another person of any part of the
employee's wages is authorized by existing law, including
payments for the insurance premiums of the employee and
union dues where the right to check-off has been recognized
by the employer in accordance with a collective agreement
or authorized in writing by the individual employees
concerned; or
(c) In case of death of the employee as provided in the
succeeding Section.
Duman / Labor I / Prof. Battad / Page 101
 LABOR LAW 1 REVIEWER

SECTION 6. Wages of deceased employee. The payment declaration of bankruptcy or judicial liquidation of the
of the wages of a deceased employee shall be made to his employer's business shall be given first preference and shall
heirs without the necessity of intestate proceedings. When be paid in full before other creditors may establish any claim
the heirs are of age, they shall execute an affidavit attesting to a share in the assets of the employer.
to their relationship to the deceased and the fact that they
are his heirs to the exclusion of all other persons. In case
SECTION 11. Attorney's fees. Attorney's fees in any
any of the heirs is a minor, such affidavit shall be executed
judicial or administrative proceedings for the recovery of
in his behalf by his natural guardian or next of kin. Upon
wages shall not exceed 10 percent of the amount awarded.
presentation of the affidavit to the employer, he shall make
The fees may be deducted from the total amount due the
payment to the heirs as representative of the Secretary of
winning party.
Labor and Employment.

SECTION 12. Non-interference in disposal of wages. No

SECTION 7. Civil liability of employer and contractors.
employer shall limit or otherwise interfere with the freedom
Every employer or indirect employer shall be jointly and
of any employee to dispose of his wages and no employer
severally liable with his contractor or sub-contractor for the
shall in any manner oblige any of his employees to patronize
unpaid wages of the employees of the latter. Such employer
any store or avail of the services offered by any person.
or indirect employer may require the contractor or sub-
contractor to furnish a bond equal to the cost of labor under
contract on condition that the bond will answer for the SECTION 13. Wages deduction. Deductions from the
wages due the employees should the contractor or wages of the employees may be made by the employer in
subcontractor, as the case may be, fail to pay the same. any of the following cases:

SECTION 8. Job Contracting. There is job contracting
permissible under the Code if the following conditions are
met:
(a) The contractor carries on an independent business and
undertakes the contract work on his own account under his
own responsibility according to his own manner and method,
free from the control and direction of his employer or
principal in all matters connected with the performance of
the work except as to the results thereof; and
(b) The contractor has substantial capital or investment in
the form of tools, equipment, machineries, work premises,
and other materials which are necessary in the conduct of
his business.
SECTION 9. Labor-only contracting. (a) Any person who
undertakes to supply workers to an employer shall be
deemed to be engaged in labor-only contracting where such
person:
(1) Does not have substantial capital or investment in the
form of tools, equipment, machineries, work premises and
other materials; and
(a) When the deductions are authorized by law, including
deductions for the insurance premiums advanced by the
employer in behalf of the employee as well as union dues
where the right to check-off has been recognized by the
employer or authorized in writing by the individual employee
himself.
(b) When the deductions are with the written authorization
of the employees for payment to the third person and the
employer agrees to do so; Provided, That the latter does not
receive any pecuniary benefit, directly or indirectly, from the
transaction.
SECTION 14. Deduction for loss or damage. Where the
employer is engaged in a trade, occupation or business
where the practice of making deductions or requiring
deposits is recognized to answer for the reimbursement of
loss or damage to tools, materials, or equipment supplied by
the employer to the employee, the employer may make
wage deductions or require the employees to make deposits
from which deductions shall be made, subject to the
following conditions:
(a) That the employee concerned is clearly shown to be
responsible for the loss or damage;

(2) The workers recruited and placed by such person are

(b) That the employee is given reasonable opportunity to
performing activities which are directly related to the
show cause why deduction should not be made;
principal business or operations of the employer in which
workers are habitually employed.
(c) That the amount of such deduction is fair and reasonable
and shall not exceed the actual loss or damage; and
(b) Labor-only contracting as defined herein is hereby
prohibited and the person acting as contractor shall be
considered merely as an agent or intermediary of the (d) That the deduction from the wages of the employee
employer who shall be responsible to the workers in the does not exceed 20 percent of the employee's wages in a
same manner and extent as if the latter were directly week.
employed by him.

(c) For cases not falling under this Rule, the Secretary of
Labor and Employment shall determine through appropriate
orders whether or not the contracting out of labor is
permissible in the light of the circumstances of each case
and after considering the operating needs of the employer
and the rights of the workers involved. In such case, he may
prescribe conditions and restrictions to insure the protection
and welfare of the workers.
SECTION 10. Payment of wages in case of bankruptcy.
Unpaid wages earned by the employees before the
1. Minimum Wage, Art. 99; Consti., Art. XIII, Sec. 3
MINIMUM WAGE RATES
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. (As amended by Section 3, Republic Act
No. 6727, June 9, 1989).

Duman / Labor I / Prof. Battad / Page 102

 LABOR LAW 1 REVIEWER

Art XIII, Section 3. The State shall afford full protection to

labor, local and overseas, organized and unorganized, and
promote full employment and equality of employment
opportunities for all.

It shall guarantee the rights of all workers to self-

organization, collective bargaining and negotiations, and
peaceful concerted activities, including the right to strike in
accordance with law. They shall be entitled to security of
b. Rules
tenure, humane conditions of work, and a living wage. They
shall also participate in policy and decision-making processes
1) Definition
affecting their rights and benefits as may be provided by
law.
Chavez v. NLRC, supra

The State shall promote the principle of shared responsibility 2) No Work, No Pay (A fair days wage for a fair days
between workers and employers and the preferential use of labor)
voluntary modes in settling disputes, including conciliation,
and shall enforce their mutual compliance therewith to foster
industrial peace. Aklan Electric Corp., Inc. v. NLRC,
323 SCRA 259 (2000)
The State shall regulate the relations between workers and
employers, recognizing the right of labor to its just share in
the fruits of production and the right of enterprises to
reasonable returns to investments, and to expansion and
growth.

a. Coverage, Arts. 97 (b) (c) (e), 98

ART. 97. Definitions. - As used in this Title:

(b) "Employer" includes any person acting directly or

indirectly in the interest of an employer in relation to an
employee and shall include the government and all its
branches, subdivisions and instrumentalities, all
government-owned or controlled corporations and
institutions, as well as non-profit private institutions, or
organizations.

(c) "Employee" includes any individual employed by an

employer.
3) Equal Pay for Work of Equal Value

e) "Employ" includes to suffer or permit to work. International School Alliance of

Educators v. Quisumbing, supra
ART. 98. Application of Title. - This Title shall not apply to
farm tenancy or leasehold, domestic service and persons
working in their respective homes in needle work or in any
cottage industry duly registered in accordance with law.
Bankard Employers Union v. NLRC,
423 SCRA 148 (2004)
Philippine Fisheries Development
Authority v. NLRC, 213 SCRA 621 (1992)

Duman / Labor I / Prof. Battad / Page 103

 LABOR LAW 1 REVIEWER

2) Facilities and Supplements/Allowances

4) Form: Agreement for Compensation of
Services Millares v. NLRC & PICOP, 305
SCRA 500 (1999)
Arms Taxi v. NLRC, 219 SCRA 306
(1993)

c. Minimum Wage

1) Determination of Compliance with Minimum Wage

3) Cash Wage/Commission
Iran v. NLRC, 289 SCRA 433
(1998) Songco v. NLRC, 183 SCRA 610
(1990)

Duman / Labor I / Prof. Battad / Page 104

 LABOR LAW 1 REVIEWER

4) Gratuity and Salary/Wages, Difference

Plastic Town Center corp. v.

NLRC, 172 SCRA 580
Boie Takeda v. De la Serna, 228 (1989)
SCRA 329 (1993)

Philippine Duplicators v. NLRC, 241

SCRA 380 (1995)

5) Effect on Benefits

Davao Fruits Corporation v.

Associated Labor Union, 225 SCRA 562 (1993)

Duman / Labor I / Prof. Battad / Page 105

 LABOR LAW 1 REVIEWER
2. Wage Fixing Machinery
Reference: Wage Rationalization Act (RA 6727);
Art. 120-127; Omnibus Rules, Book III, Rule IX
Republic of the Philippines
Congress of the Philippines
Metro Manila
Second Regular Session
Begun and held in Metro Manila, on Monday, the
twenty-
fifth day of July, nineteen hundred and eighty-eight
[REPUBLIC ACT NO. 6727]
AN ACT TO RATIONALIZE WAGE POLICY
DETERMINATION BY ESTABLISHING THE
MECHANISM AND PROPER STANDARDS
THEREFOR, AMENDING FOR THE PURPOSE
ARTICLE 99 OF, AND INCORPORATING ARTICLES
120, 121, 122, 123, 124, 126 AND 127 INTO,
PRESIDENTIAL DECREE NO. 442, AS AMENDED,
OTHERWISE KNOWN AS THE LABOR CODE OF
THE PHILIPPINES, FIXING NEW WAGE RATES,
PROVIDING WAGE INCENTIVES FOR INDUSTRIAL
DISPERSAL TO THE COUNTRYSIDE, AND FOR
OTHER PURPOSES
Be it enacted by the Senate and House of
Representatives of the Philippines in Congress
assembled:
Sec. 1. This Act shall be known as the "Wage
Rationalization Act."
Sec. 2. It is hereby declared the policy of the State
to rationalize the fixing of minimum wages and to
promote productivity-improvement and gain-sharing
measures to ensure a decent standard of living for the
workers and their families; to guarantee the rights of
labor to its just share in the fruits of production; to
enhance employment generation in the countryside
through industry dispersal; and to allow business and
industry reasonable returns on investment, expansion
and growth.
The State shall promote collective bargaining as
the primary mode of setting wages and other terms
and conditions of employment; and, whenever
necessary, the minimum wage rates shall be adjusted
in a fair and equitable manner, considering existing
regional disparities in the cost of living and other
socio-economic factors and the national economic
and social development plans.
Sec. 3. In line with the declared policy under this
Act, Article 99 of Presidential Decree No. 442, as
amended, is hereby amended and Articles 120, 121,
122, 123, 124, 126 and 127 are hereby incorporated
into Presidential Decree No. 442, as amended, to
read as follows:
"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."
"Art. 120. Creation of the National Wages and
Productivity Commission. - There is hereby created a
National Wages and Productivity Commission,
hereinafter referred to as the Commission, which shall
be attached to the Department of Labor and
Employment (DOLE) for policy and program
coordination."
"Art. 121. Powers and Functions of the
Commission. - The Commission shall have the
following powers and functions:
(a) To act as the national consultative and advisory
body to the President of the Philippines and Congress
on matters relating to wages, incomes and
productivity;
(b) To formulate policies and guidelines on wages,
incomes and productivity improvement at the
enterprise, industry and national levels;
(c) To prescribe rules and guidelines for the
determination of appropriate minimum wage and
productivity measures at the regional, provincial or
industry levels;
(d) To review regional wage levels set by the Regional
Tripartite Wages and Productivity Boards to determine
if these are in accordance with prescribed guidelines
and national development plans;
(e) To undertake studies, researches and surveys
necessary for the attainment of its functions and
objectives, and to collect and compile data and
periodically disseminate information on wages and
productivity and other related information, including,
but not limited to, employment, cost-of-living, labor
costs, investments and returns;
(f) To review plans and programs of the Regional
Tripartite Wages and Productivity Boards to determine
whether these are consistent with national
development plans;
(g) To exercise technical and administrative
supervision over the Regional Tripartite Wages and
Productivity Boards;
(h) To call, from time to time, a national tripartite
conference of representatives of government, workers
and employers for the consideration of measures to
promote wage rationalization and productivity; and
(i) To exercise such powers and functions as may be
necessary to implement this Act.
Duman / Labor I / Prof. Battad / Page 106
 LABOR LAW 1 REVIEWER
"The Commission shall be composed of the
Secretary of Labor and Employment as ex-officio
chairman, the Director-General of the National
Economic and Development Authority (NEDA) as ex-
officio vice-chairman, and two (2) members each from
workers and employers sectors who shall be
appointed by the President of the Philippines upon
recommendation of the Secretary of Labor and
Employment to be made on the basis of the list of
nominees submitted by the workers and employers
sectors, respectively, and who shall serve for a term
of five (5) years. The Executive Director of the
Commission Secretariat shall also be a member of
the Commission."
"The Commission shall be assisted by a Secretariat
to be headed by an Executive Director and two (2)
Deputy Directors, who shall be appointed by the
President of the Philippines, upon recommendation of
the Secretary of Labor and Employment."
"The Executive Director shall have the same rank,
salary, benefits and other emoluments as that of a
Department Assistant Secretary, while the Deputy
Directors shall have the same rank, salary, benefits
and other emoluments as that of a Bureau Director.
The members of the Commission representing labor
and management shall have the same rank,
emoluments, allowances and other benefits as those
prescribed by law for labor and management
representatives in the Employees' Compensation
Commission."
"Art. 122. Creation of Regional Tripartite Wages
and Productivity Boards. - There is hereby created
Regional Tripartite Wages and Productivity Boards,
hereinafter referred to as Regional Boards, in all
regions, including autonomous regions as may be
established by law. The Commission shall determine
the offices/headquarters of the respective Regional
Boards.
"The Regional Boards shall have the following
powers and functions in their respective territorial
jurisdiction:
(a) To develop plans, programs and projects relative
to wages, incomes and productivity improvement for
their respective regions;
(b) To determine and fix minimum wage rates
applicable in their region, provinces or industries
therein and to issue the corresponding wage orders,
subject to guidelines issued by the Commission;
(c) To undertake studies, researches, and surveys
necessary for the attainment of their functions,
objectives and programs, and to collect and compile
data on wages, incomes, productivity and other
related information and periodically disseminate the
same;
(d) To coordinate with the other Regional Boards as
may be necessary to attain the policy and intention of
this Code;
(e) To receive, process and act on applications for
exemption from prescribed wage rates as may be
provided by law or any Wage Order; and
(f) To exercise such other powers and functions as
may be necessary to carry out their mandate under
this Code.
"Implementation of the plans, programs and
projects of the Regional Boards referred to in the
second paragraph, letter (a) of this Article, shall be
through the respective regional offices of the
Department of Labor and Employment within their
territorial jurisdiction; Provided, however, That the
Regional Boards shall have technical supervision over
the regional office of the Department of Labor and
Employment with respect to the implementation of
said plans, programs and projects.
"Each Regional Board shall be composed of the
Regional Director of the Department of Labor and
Employment as chairman, the Regional Directors of
the National Economic and Development Authority
and Department of Trade and Industry as vice-
chairmen and two (2) members each from workers
and employers sectors who shall be appointed by the
President of the Philippines, upon recommendation of
the Secretary of Labor and Employment, to be made
on the basis of the list of nominees submitted by the
workers and employers sectors, respectively, and who
shall serve for a term of five (5) years.
"Each Regional Board to be headed by its chairman
shall be assisted by a Secretariat."
"Art. 123. Wage Order. - Whenever conditions in
the region so warrant, the Regional Board shall
investigate and study all pertinent facts; and, based
on the standards and criteria herein prescribed, shall
proceed to determine whether a Wage Order should
be issued.
Any such Wage Order shall take effect after fifteen
(15) days from its complete publication in at least one
(l) newspaper of general circulation in the region.
"In the performance of its wage-determining
functions, the Regional Board shall conduct public
hearings/consultations, giving notices to employees'
and employers' groups, provincial, city and municipal
officials and other interested parties.
"Any party aggrieved by the Wage Order issued by
the Regional Board may appeal such order to the
Commission within ten (l0) calendar days from the
publication of such order. It shall be mandatory for the
Commission to decide such appeal within sixty (60)
calendar days from the filing thereof.
"The filing of the appeal does not operate to stay
the order unless the person appealing such order
shall file with the Commission an undertaking with a
surety or sureties satisfactory to the Commission for
the payment to the employees affected by the order of
the corresponding increase, in the event such order is
affirmed."
Duman / Labor I / Prof. Battad / Page 107
 LABOR LAW 1 REVIEWER
"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--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.
"The wages prescribed in accordance with the
provisions of this Title shall be the standard prevailing
minimum wages in every region. These wages shall
include wages varying with industries, provinces or
localities if in the judgment of the Regional Board
conditions make such local differentiation proper and
necessary to effectuate the purpose of this Title.
"Any person, company, corporation, partnership or
any other entity engaged in business shall file and
register annually with the appropriate Regional Board,
Commission and the National Statistics Office an
itemized listing of their labor component, specifying
the names of their workers and employees below the
managerial level, including learners, apprentices and
disabled/handicapped workers who were hired under
the terms prescribed in the employment contracts,
and their corresponding salaries and wages.
"Where the application of any prescribed wage
increase by virtue of a law or Wage Order issued by
any Regional Board results in distortions of the wage
structure within an establishment, the employer and
the union shall negotiate to correct the distortions.
Any dispute arising from wage distortions shall be
resolved through the grievance procedure under their
collective bargaining agreement and, if it remains
unresolved, through voluntary arbitration. Unless
otherwise agreed by the parties in writing, such
dispute shall be decided by the voluntary arbitrator or
panel of voluntary arbitrators within ten (10) calendar
days from the time said dispute was referred to
voluntary arbitration.
"In cases where there are no collective agreements
or recognized labor unions, the employers and
workers shall endeavor to correct such distortions.
Any dispute arising therefrom shall be settled through
the National Conciliation and Mediation Board and, if
it remains unresolved after ten (10) calendar days of
conciliation, shall be referred to the appropriate
branch of the National Labor Relations Commission
(NLRC). It shall be mandatory for the NLRC to
conduct continuous hearings and decide the dispute
within twenty (20) calendar days from the time said
dispute is submitted for compulsory arbitration.
"The pendency of a dispute arising from a wage
distortion shall not in any way delay the applicability of
any increase in prescribed wage rates pursuant to the
provisions of law or Wage Order.
"As used, herein, a wage distortion shall mean a
situation where an increase in prescribed wage rates
results in the elimination or severe contraction of
intentional quantitative differences in wage or salary
rates between and among employee groups in an
establishment as to effectively obliterate the
distinctions embodied in such wage structure based
on skills, length of service, or other logical bases of
differentiation.
"All workers paid by result, including those who are
paid on piecework, takay, pakyaw or task basis, shall
receive not less than the prescribed wage rates per
eight (8) hours work a day, or a proportion thereof for
working less than eight (8) hours.
"All recognized learnership and apprenticeship
agreements shall be considered automatically
modified insofar as their wage clauses are concerned
to reflect the prescribed wage rates."
"Art. 126. Prohibition Against Injunction. - No
preliminary or permanent injunction or temporary
restraining order may be issued by any court, tribunal
or other entity against any proceedings before the
Commission or the Regional Boards."
"Art. 127. Non-Diminution of Benefits. - No Wage
Order issued by any Regional Board shall provide for
wage rates lower than the statutory minimum wage
rates prescribed by Congress."
Sec. 4. (a) Upon the effectivity of this Act, the
statutory minimum wage rates of all workers and
employees in the private sector, whether agricultural
or non-agricultural, shall be increased by twenty-five
pesos (P25.00) per day, except that workers and
employees in plantation agricultural enterprises
outside of the National Capital Region (NCR) with an
annual gross sales of less than five million pesos
(P5,000,000.00) in the preceding year shall be paid
an increase of twenty pesos (P20.00), and except
further that workers and employees of
cottage/handicraft industries, non-plantation
Duman / Labor I / Prof. Battad / Page 108
 LABOR LAW 1 REVIEWER
agricultural enterprises, retail/service establishments
regularly employing not more than ten (10) workers,
and business enterprises with a capitalization of not
more than five hundred thousand pesos
(P500,000.00) and employing not more than twenty
(20) employees, which are located or operating
outside the NCR, shall be paid only an increase of
fifteen pesos (P15.00): Provided, That those already
receiving above the minimum wage rates up to one
hundred pesos (P100.00) shall also receive an
increase of twenty-five pesos (P25.00) per day, and
except that the workers and employees mentioned in
the first exception clause of this section shall also be
paid only an increase of twenty-pesos (P20.00), and
except further that those employees enumerated in
the second exception clause of this Section shall also
be paid only an increase of fifteen pesos (P15.00):
Provide, further, That the appropriate Regional Board
is hereby authorized to grant additional increases to
the workers and employees mentioned in the
exception clauses of this Section if, on the basis of its
determination pursuant to Article 124 of the Labor
Code such increases are necessary.
(b) The increase of twenty-five pesos (P25.00)
prescribed under this Section shall apply to all
workers and employees entitled to the same in private
educational institutions as soon as they have
increased or are granted authority to increase their
tuition fees during school year 1989-1990. Otherwise,
such increase shall be so applicable not later than the
opening of the next school year beginning 1990.
(c) Exempted from the provisions of this Act are
household or domestic helpers and persons
employed in the personal service of another, including
family drivers.
Retail/service establishments regularly employing
not more than ten (10) workers may be exempted
from the applicability of this Act upon application with
and as determined by the appropriate Regional Board
in accordance with the applicable rules and
regulations issued by the Commission. Whenever an
application for exemption has been duly filed with the
appropriate Regional Board, action on any complaint
for alleged non-compliance with this Act shall be
deferred pending resolution of the application for
exemption by the appropriate Regional Board.
In the event that applications for exemptions are
not granted, employees shall receive the appropriate
compensation due them as provided for by this Act
plus interest of one percent (1%) per month
retroactive to the effectivity of this Act.
(d) If expressly provided for and agreed upon in the
collective bargaining agreements, all increases in the
daily basic wage rates granted by the employers three
(3) months before the effectivity of this Act shall be
credited as compliance with the increases in the wage
rates prescribed herein, provided that, where such
increases are less than the prescribed increases in
the wage rates under this Act, the employer shall pay
the difference. Such increases shall not include
anniversary wage increases, merit wage increases
and those resulting from the regularization or
promotion of employees.
Where the application of the increases in the wage
rate under this Section results in distortions as
defined under existing laws in the wage structure
within an establishment and gives rise to a dispute
therein, such dispute shall first be settled voluntarily
between the parties and in the event of a deadlock,
the same shall be finally resolved through compulsory
arbitration by the regional arbitration branch of the
National Labor Relations Commission (NLRC) having
jurisdiction over the workplace.
It shall be mandatory for the NLRC to conduct
continuous hearings and decide any dispute arising
under this Section within twenty(20) calendar days
from the time said dispute is formally submitted to it
for arbitration. The pendency of a dispute arising from
a wage distortion shall not in any way delay the
applicability of the increases in the wage rates
prescribed under this Section.
Sec. 5. Within a period of four (4) years from the
effectivity of this Act and without prejudice to
collective bargaining negotiations or agreements or
other employment contracts between employers and
workers, new business enterprises that may be
established outside the NCR and export processing
zones whose operation or investments need initial
assistance as may be determined by the Department
of Labor and Employment in consultation with the
Department of Trade and Industry or the Department
of Agriculture, as the case may be shall be exempt
from the application of this Act for not more than three
(3) years from the start of their operations: Provided,
That such new business enterprises established in
Region III (Central Luzon) and Region IV (Southern
Tagalog) shall be exempt from such increases only for
two (2) years from the start of their operations, except
those established in the Provinces of Palawan,
Oriental Mindoro, Occidental Mindoro, Marinduque,
Romblon, Quezon and Aurora, which shall enjoy such
exemption for not more than three (3) years from the
start of their operations.
Sec. 6. In the case of contracts for construction
projects and for security, janitorial and similar
services, the prescribed increases in the wage rates
of the workers shall be borne by the principals or
clients of the construction/service contractors and the
contract shall be deemed amended accordingly. In the
event, however, that the principal or client fails to pay
the prescribed wage rates, the construction/service
contractor shall be jointly and severally liable with his
principal or client.
Sec. 7. Upon written petition of the majority of the
employees or workers concerned, all private
establishments, companies, businesses, and other
entities with twenty five (25) or more employees and
located within one (1) kilometer radius to a
commercial, savings or rural bank shall pay the
wages and other benefits of their employees through
any of said banks and within the period for payment of
wages fixed by Presidential Decree No. 442, as
amended, otherwise known as the Labor Code of the
Philippines.
Sec. 8. Whenever applicable and upon request of a
concerned worker or union, the bank shall issue a
Duman / Labor I / Prof. Battad / Page 109
 LABOR LAW 1 REVIEWER
certification of the record of payment of wages of a
particular worker or workers for a particular payroll
period.
Sec. 9. The Department of Labor and Employment
shall conduct inspections as often as possible within
its manpower constraint of the payroll and other
financial records kept by the company or business to
determine whether the workers are paid the
prescribed wage rates and other benefits granted by
law or any Wage Order. In unionized companies, the
Department of Labor and Employment inspectors
shall always be accompanied by the president or any
responsible officer of the recognized bargaining unit
of any interested union in the conduct of the
inspection. In non-unionized companies,
establishments or businesses, the inspection shall be
carried out in the presence of a worker representing
the workers in the said company. The workers'
representative shall have the right to submit his own
findings to the Department of Labor and Employment
and to testify on the same if he cannot concur with the
findings of the labor inspector.
Sec. 10. The funds necessary to carry out the
provisions of this Act shall be taken from the
Compensation and Organizational Adjustment Fund,
the Contingent Fund, and other savings under
Republic Act No. 6688, otherwise known as the
General Appropriations Act of 1989, or from any
unappropriated funds of the National Treasury:
Provided, That the funding requirements necessary to
implement this Act shall be included in the annual
General Appropriations Act for the succeeding years.
Sec. 11. The National Wages Council created
under Executive Order No. 614 and the National
Productivity Commission created under Executive
Order No. 615 are hereby abolished. All properties,
records, equipment, buildings, facilities, and other
assets, liabilities and appropriations of and belonging
to the abovementioned offices, as well as other
matters pending therein, shall be transferred to the
Commission. All personnel of the above abolished
offices shall continue to function in a holdover
capacity and shall be preferentially considered for
appointments to or placement in the Commission.
Any official or employee separated from the service
as a result of the abolition of offices pursuant to this
Act shall be entitled to appropriate separation pay and
retirement and other benefits accruing to them under
existing laws. In lieu thereof, at the option of the
employee, he shall be preferentially considered for
employment in the government or in any of its
subdivisions, instrumentalities, or agencies, including
government-owned or controlled corporations and
their subsidiaries.
Sec. 12. Any person, corporation, trust, firm,
partnership, association or entity which refuses or
fails to pay any of the prescribed increases or
adjustments in the wage rates made in accordance
with this Act shall be punished by a fine not exceeding
twenty-five thousand pesos (P25,000.00) and/or
imprisonment of not less than one (1) year nor more
than two (2) years: Provided, That any person
convicted under this Act shall not be entitled to the
benefits provided for under the Probation Law.
If the violation is committed by a corporation, trust
or firm, partnership, association or any other entity,
the penalty of imprisonment shall be imposed upon
the entity's responsible officers, including, but not
limited to, the president, vice president, chief
executive officer, general manager, managing director
or partner.
Sec. 13. The Secretary of Labor and Employment
shall promulgate the necessary rules and regulations
to implement the provisions of this Act.
Sec. 14. All laws, orders, issuances, rules and
regulations or parts thereof inconsistent with the
provisions of this Act are hereby repealed, amended
or modified accordingly. In any provision or part of this
Act, or the application thereof to any person or
circumstance, is held invalid or unconstitutional, the
remainder of this Act or the application of such
provision or part thereof to other persons or
circumstances shall not be affected thereby.
Nothing in this Act shall be construed to reduce any
existing wage rates, allowances and benefits of any
form under existing laws, decrees, issuances,
executive orders, and/or under any contract or
agreement between the workers and employers.
Sec. 15. This Act shall take effect fifteen (15) days
after its complete publication in the Official Gazette or
in at least two (2) national newspapers of general
circulation, whichever comes earlier.
WAGE STUDIES, WAGE
AGREEMENTS
AND WAGE DETERMINATION
ART. 120. Creation of National Wages and Productivity
Commission. - There is hereby created a National Wages
and Productivity Commission, hereinafter referred to as the
Commission, which shall be attached to the Department of
Labor and Employment (DOLE) for policy and program
coordination. (As amended by Republic Act No. 6727, June
9, 1989).
ART. 121. Powers and functions of the Commission. - The
Commission shall have the following powers and functions:
(a) To act as the national consultative and advisory body to
the President of the Philippines and Congress on matters
relating to wages, incomes and productivity;
(b) To formulate policies and guidelines on wages, incomes
and productivity improvement at the enterprise, industry and
national levels;
(c) To prescribe rules and guidelines for the determination of
appropriate minimum wage and productivity measures at the
regional, provincial, or industry levels;
(d) To review regional wage levels set by the Regional
Tripartite Wages and Productivity Boards to determine if
these are in accordance with prescribed guidelines and
national development plans;
Duman / Labor I / Prof. Battad / Page 110
 LABOR LAW 1 REVIEWER

(e) To undertake studies, researches and surveys necessary corresponding wage orders, subject to guidelines issued by
for the attainment of its functions and objectives, and to the Commission;
collect and compile data and periodically disseminate
information on wages and productivity and other related
(c) To undertake studies, researches, and surveys necessary
information, including, but not limited to, employment, cost-
for the attainment of their functions, objectives and
of-living, labor costs, investments and returns;
programs, and to collect and compile data on wages,
incomes, productivity and other related information and
(f) To review plans and programs of the Regional Tripartite periodically disseminate the same;
Wages and Productivity Boards to determine whether these
are consistent with national development plans;
(d) To coordinate with the other Regional Boards as may be
necessary to attain the policy and intention of this Code;
(g) To exercise technical and administrative supervision over
the Regional Tripartite Wages and Productivity Boards;chan
(e) To receive, process and act on applications for
robles virtual law library
exemption from prescribed wage rates as may be provided
by law or any Wage Order; and
(h) To call, from time to time, a national tripartite
conference of representatives of government, workers and
(f) To exercise such other powers and functions as may be
employers for the consideration of measures to promote
necessary to carry out their mandate under this Code.
wage rationalization and productivity; and

Implementation of the plans, programs, and projects of the

(i) To exercise such powers and functions as may be
Regional Boards referred to in the second paragraph, letter
necessary to implement this Act.
(a) of this Article, shall be through the respective regional
offices of the Department of Labor and Employment within
The Commission shall be composed of the Secretary of their territorial jurisdiction; Provided, however, That the
Labor and Employment as ex-officio chairman, the Director- Regional Boards shall have technical supervision over the
General of the National Economic and Development regional office of the Department of Labor and Employment
Authority (NEDA) as ex-officio vice-chairman, and two (2) with respect to the implementation of said plans, programs
members each from workers and employers sectors who and projects.
shall be appointed by the President of the Philippines upon
recommendation of the Secretary of Labor and Employment
Each Regional Board shall be composed of the Regional
to be made on the basis of the list of nominees submitted by
Director of the Department of Labor and Employment as
the workers and employers sectors, respectively, and who
chairman, the Regional Directors of the National Economic
shall serve for a term of five (5) years. The Executive
and Development Authority and the Department of Trade
Director of the Commission shall also be a member of the
and Industry as vice-chairmen and two (2) members each
Commission.
from workers and employers sectors who shall be
appointed by the President of the Philippines, upon the
The Commission shall be assisted by a Secretariat to be recommendation of the Secretary of Labor and Employment,
headed by an Executive Director and two (2) Deputy to be made on the basis of the list of nominees submitted by
Directors, who shall be appointed by the President of the the workers and employers sectors, respectively, and who
Philippines, upon the recommendation of the Secretary of shall serve for a term of five (5) years.
Labor and Employment.
Each Regional Board to be headed by its chairman shall be
The Executive Director shall have the same rank, salary, assisted by a Secretariat. (As amended by Republic Act No.
benefits and other emoluments as that of a Department 6727, June 9, 1989).
Assistant Secretary, while the Deputy Directors shall have
the same rank, salary, benefits and other emoluments as
ART. 123. Wage Order. - Whenever conditions in the region
that of a Bureau Director. The members of the Commission
so warrant, the Regional Board shall investigate and study
representing labor and management shall have the same
all pertinent facts; and based on the standards and criteria
rank, emoluments, allowances and other benefits as those
herein prescribed, shall proceed to determine whether a
prescribed by law for labor and management representatives
Wage Order should be issued. Any such Wage Order shall
in the Employees Compensation Commission. (As amended
take effect after fifteen (15) days from its complete
by Republic Act No. 6727, June 9, 1989).
publication in at least one (1) newspaper of general
circulation in the region.
ART. 122. Creation of Regional Tripartite Wages and
Productivity Boards. - There is hereby created Regional
In the performance of its wage-determining functions, the
Tripartite Wages and Productivity Boards, hereinafter
Regional Board shall conduct public hearings/consultations,
referred to as Regional Boards, in all regions, including
giving notices to employees and employers groups,
autonomous regions as may be established by law. The
provincial, city and municipal officials and other interested
Commission shall determine the offices/headquarters of the
parties.
respective Regional Boards.

Any party aggrieved by the Wage Order issued by the

The Regional Boards shall have the following powers and
functions in their respective territorial jurisdictions:
(a) To develop plans, programs and projects relative to
wages, incomes and productivity improvement for their
respective regions;
(b) To determine and fix minimum wage rates applicable in
their regions, provinces or industries therein and to issue the
Regional Board may appeal such order to the Commission
within ten (10) calendar days from the publication of such
order. It shall be mandatory for the Commission to decide
such appeal within sixty (60) calendar days from the filing
thereof.
The filing of the appeal does not stay the order unless the
person appealing such order shall file with the Commission,
an undertaking with a surety or sureties satisfactory to the
Duman / Labor I / Prof. Battad / Page 111
 LABOR LAW 1 REVIEWER
Commission for the payment to the employees affected by
the order of the corresponding increase, in the event such
order is affirmed. (As amended by Republic Act No. 6727,
June 9, 1989).
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--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.
The wages prescribed in accordance with the provisions of
this Title shall be the standard prevailing minimum wages in
every region. These wages shall include wages varying with
industries, provinces or localities if in the judgment of the
Regional Board, conditions make such local differentiation
proper and necessary to effectuate the purpose of this Title.
Any person, company, corporation, partnership or any other
entity engaged in business shall file and register annually
with the appropriate Regional Board, Commission and the
National Statistics Office, an itemized listing of their labor
component, specifying the names of their workers and
employees below the managerial level, including learners,
apprentices and disabled/handicapped workers who were
hired under the terms prescribed in the employment
contracts, and their corresponding salaries and wages.
Where the application of any prescribed wage increase by
virtue of a law or wage order issued by any Regional Board
results in distortions of the wage structure within an
establishment, the employer and the union shall negotiate to
correct the distortions. Any dispute arising from wage
distortions shall be resolved through the grievance
procedure under their collective bargaining agreement and,
if it remains unresolved, through voluntary arbitration.
Unless otherwise agreed by the parties in writing, such
dispute shall be decided by the voluntary arbitrators within
ten (10) calendar days from the time said dispute was
referred to voluntary arbitration.
In cases where there are no collective agreements or
recognized labor unions, the employers and workers shall
endeavor to correct such distortions. Any dispute arising
therefrom shall be settled through the National Conciliation
and Mediation Board and, if it remains unresolved after ten
(10) calendar days of conciliation, shall be referred to the
appropriate branch of the National Labor Relations
Commission (NLRC). It shall be mandatory for the NLRC to
conduct continuous hearings and decide the dispute within
twenty (20) calendar days from the time said dispute is
submitted for compulsory arbitration.
The pendency of a dispute arising from a wage distortion
shall not in any way delay the applicability of any increase in
prescribed wage rates pursuant to the provisions of law or
wage order.
As used herein, a wage distortion shall mean a situation
where an increase in prescribed wage rates results in the
elimination or severe contraction of intentional quantitative
differences in wage or salary rates between and among
employee groups in an establishment as to effectively
obliterate the distinctions embodied in such wage structure
based on skills, length of service, or other logical bases of
differentiation.
All workers paid by result, including those who are paid on
piecework, takay, pakyaw or task basis, shall receive not less
than the prescribed wage rates per eight (8) hours of work a
day, or a proportion thereof for working less than eight (8)
hours.
All recognized learnership and apprenticeship agreements
shall be considered automatically modified insofar as their
wage clauses are concerned to reflect the prescribed wage
rates. (As amended by Republic Act No. 6727, June 9,
1989).
ART. 125. Freedom to bargain. - No wage order shall be
construed to prevent workers in particular firms or
enterprises or industries from bargaining for higher wages
with their respective employers. (As amended by Republic
Act No. 6727, June 9, 1989).
ART. 126. Prohibition against injunction. No preliminary or
permanent injunction or temporary restraining order may be
issued by any court, tribunal or other entity against any
proceedings before the Commission or the Regional Boards.
(As amended by Republic Act No. 6727, June 9, 1989).
ART. 127. Non-diminution of benefits. - No wage order
issued by any regional board shall provide for wage rates
lower than the statutory minimum wage rates prescribed by
Congress. (As amended by Republic Act No. 6727, June 9,
1989).
RULE IX
Wage Studies and Determination
SECTION 1. Definition of terms. (a) "Industry" shall mean
any identifiable group of productive units or enterprises,
whether operated for profit or not, engaged in similar or
allied economic activities in which individuals are gainfully
employed.
Duman / Labor I / Prof. Battad / Page 112
 LABOR LAW 1 REVIEWER
(b) A "branch" of an industry is a work, product or service
grouping thereof which can be considered a distinct division
for wage-fixing purposes.
(c) "Substantial number" shall mean such an appreciable
number of employees in an industry as, in the Commission's
opinion, considering all relevant facts, may require action
under Art. 121 of the Code to effectuate the purposes of
wage determination, regardless of the proportion of such
employees to the total number of employees in the industry.
SECTION 2. Wage studies. The National Wages Council
shall conduct a continuing study of wage rates and other
economic conditions in all industries, agricultural and non-
agricultural. The results of such study shall be periodically
disseminated to the government, labor and management
sectors for their information and guidance.
SECTION 3. Wages recommendation. If after such study,
the Commission is of the opinion that a substantial number
of employees in any given industry or branch thereof are
receiving wages, which although complying with the
minimum provided by law, are less than sufficient to
maintain them in health, efficiency and general well-being,
taking into account, among others, the peculiar
circumstances of the industry and its geographical location,
the Commission shall, with the approval of the Secretary of
Labor and Employment, proceed to determine whether a
wage recommendation should be issued.
SECTION 4. Criteria for wage fixing. (a) In addition to the
criteria established by Art. 123 of the Code for minimum
wage fixing, the Commission shall consider, among other
factors, social services and benefits given free to workers
and the possible effect of a given increase in the minimum
wage on prices, money supply, employment, labor mobility
and productivity, labor organization efficacy, domestic and
foreign trade, and other relevant indicators of social and
economic development.
(b) Where a fair return to capital invested cannot be
reasonably determined, or where the industry concerned is
not operated for profit, its capacity to pay, taking into
account all resources available to it, shall be considered.
SECTION 5. Quorum. Three (3) members of the
Commission, including its Chairman, shall constitute a
quorum to transact the Commission's business.
SECTION 6. Commission actions, number of votes required.
The votes of at least three (3) members of the
Commission shall be necessary to effect any decision or
recommendation it is authorized to issue under the Code and
this rule: Provided, That in the internal regulation and
direction of the functions of the Commission's staff including
the conduct of administrative processes and the
maintenance of proper liaison and coordination with other
organizations, the Chairman shall not need the consent of
the Commission or any member thereof.
SECTION 7. Outside assistance. The Commission may call
upon the assistance and cooperation of any government
agency or official, and may invite any private person or
organization to furnish information in connection with
industry studies and wage fixing hearings or in aid of the
Commission's deliberations.
SECTION 8. Schedule of hearings and notices. The
Commission shall prepare a schedule of hearings for the
reception of evidence necessary for wage fixing in an
industry, including a list of witnesses that it will invite and
the date, time and place of the hearings. A notice thereof to
all sectors of the industry shall be given in the most
expeditious manner. It may have prior consultations with
labor and management leaders in the industry for the above
purpose.
SECTION 9. Unsolicited testimony. Persons who offer to
testify before the Commission shall be heard only after the
Commission is satisfied, upon brief preliminary examination,
that they are in possession of facts relevant to the subject of
inquiry. The Chairman, or in other cases, the person
conducting the hearing, shall revise the schedule of hearings
whenever necessary to achieve logical sequence of
testimony.
SECTION 10. Compulsory processes. Recourse to
compulsory processes under the Revised Administrative
Code to ensure the attendance of witnesses and/or the
production of relevant documentary evidence shall be used
only on occasions of extreme importance and after other
means shall have failed, subject to the approval of the
Secretary of Labor and Employment.
SECTION 11. Hearings; where, by whom conducted.
Commission hearings may be conducted by the Commission
en banc, or, when authorized by the Commission, by any
member or hearing officer designated by the Chairman. The
hearings may be held wherever the industry or branches
thereof are situated; otherwise they shall be held in the
Greater Manila Area. The hearings shall be open to the
public.
SECTION 12. Hearings before single member or hearing
officer. Hearings conducted by a duly authorized member
or hearing officer shall be considered as hearings before the
Commission. The records of such hearings shall be
submitted to the Commission as soon as they are completed,
indicating the time and place of the hearings and the
appearances thereat, together with a brief statement of the
findings and recommendations of the member or hearing
officer concerned.
SECTION 13. Testimony under oath. The testimony of all
witnesses shall be made under oath or affirmation and shall
be taken down and transcribed by a duly appointed
stenographic reporter.
SECTION 14. Non-applicability of technical rules. The
technical rules of evidence applied by the courts in
proceedings at law or equity shall not strictly apply in any
proceedings conducted before the Commission.
SECTION 15. Stipulation of fact. Stipulations of fact may
be admitted with respect to any matter at issue in the
proceedings.
SECTION 16. Documentary evidence. Written evidence
submitted to the Commission or any member or hearing
officer shall be properly marked to facilitate identification.
SECTION 17. Submission of industry-report. Within sixty
(60) working days from the date of the first hearing, the
Commission shall submit to the Secretary of Labor and
Employment an "Industry Report" which shall relate in brief
the operations that led thereto, the basic findings of
economic facts about the industry and the recommendations
made on the basis thereof.
SECTION 18. Action by the Secretary of Labor and
Employment. Within thirty (30) working days after the
Duman / Labor I / Prof. Battad / Page 113
 LABOR LAW 1 REVIEWER

submission of the "Industry Report," the Secretary of Labor

and Employment shall either reject or approve the
recommendation of the Commission in accordance with Art.
122 of the Code. If he approves the recommendation, he
shall issue a Wage Order adopting the same, subject to the
approval of the President of the Philippines, prescribing the
minimum wage or wages for the industry concerned. 2) Regional Tripartite Wages and Productivity Board,
RA 6727, Sec. 3; Arts. 122, 126
SECTION 19. Wage Order. The Wage Order shall specify
Nasipit Lumber Co. v. NLRC, 289
the industry or branch to which the minimum wages
SCRA 667 (1998)
prescribed therein shall apply; Provided, That no definite
rates shall be prescribed for specific job titles in the industry.

SECTION 20. Varying minimum wages. To justify different

minimum wages for different localities, the economic and
other conditions found in a particular locality must not only
be more or less uniform therein but also different from those
prevailing in other localities.

SECTION 21. Publication of Wage Order. Only such

portions of a Wage Order shall be published as shall
effectively give notice to all interested parties that such an
Order has been issued, the industry affected, the minimum
wages prescribed and the date of its effectivity.

SECTION 22. Effectivity. A Wage Order shall become

effective after fifteen (15) days from its publication as
provided in Article 124 of the Code.

SECTION 23. Internal rules of the Commission. Subject to

the approval of the Secretary of Labor and Employment, the
National Wages Council may issue rules and regulations
governing its internal procedure.

a. Rationale for Wage Rationalization, RA 6727, c. Standards/Criteria for Minimum Wage Fixing,
Sec. 2 RA 6727, Sec. 3; Art. 124

d. Wage Order, Arts. 123, 124

Sec. 2. It is hereby declared the policy of the State to
rationalize the fixing of minimum wages and to promote 1) Methods of Fixing
productivity-improvement and gain-sharing measures to
ensure a decent standard of living for the workers and their a) Floor Wage method
families; to guarantee the rights of labor to its just share in
the fruits of production; to enhance employment generation b) Salary Ceiling Method
in the countryside through industry dispersal; and to allow
business and industry reasonable returns on investment, Employers Confederation of the
expansion and growth. Phil. V. National Wage and Productivity Commission, 201
SCRA 759 (1991)
The State shall promote collective bargaining as the primary
mode of setting wages and other terms and conditions of
employment; and, whenever necessary, the minimum wage
rates shall be adjusted in a fair and equitable manner,
considering existing regional disparities in the cost of living
and other socio-economic factors and the national economic
and social development plans.

b. Agencies in Wage Fixing Machinery

1) National Wages and Productivity Commission, RA

6727, Sec. 3; Arts. 120, 121, 126

Duman / Labor I / Prof. Battad / Page 114

 LABOR LAW 1 REVIEWER

other dependent notifies the System of his claim prior to the

payments.

(b) In case of doubt as to the respective rights of rival

claimants, the System is hereby empowered to determine as
to whom payments should be made in accordance with such
regulations as the Commission may approve. If the money is
payable to a minor or incompetent, payment shall be made
by the System to such person or persons as it may consider
2) Validity
to be best qualified to take care and dispose of the minors
or incompetents property for his benefit.
Cagayan Sugar Milling Co. v.
Secretary, DOLE, 284 SCRA 150 (1998)
NCC Art. 1705. The laborer's wages shall be paid in legal
currency.

SECTION 1. Manner of wage payment. As a general rule,

wages shall be paid in legal tender and the use of tokens,
promissory notes, vouchers, coupons, or any other form
alleged to represent legal tender is absolutely prohibited
even when expressly requested by the employee.

SECTION 2. Payment by check. Payment of wages by

bank checks, postal checks or money orders is allowed
where such manner of wage payment is customary on the
date of the effectivity of the Code, where it is so stipulated
in a collective agreement, or where all of the following
conditions are met:

(a) There is a bank or other facility for encashment within a

radius of one (1) kilometer from the workplace;

(b) The employer or any of his agents or representatives

does not receive any pecuniary benefit directly or indirectly
from the arrangement;

(c) The employees are given reasonable time during banking

hours to withdraw their wages from the bank which time
3) Wage Distortion shall be considered as compensable hours worked if done
during working hours; and
Prubankers Association v.
Prudential Bank & Trust Co., 302 SCRA 74 (1999)
(d) The payment by check is with the written consent of the
employees concerned if there is no collective agreement
authorizing the payment of wages by bank checks.

Congson v. NLRC, 243 SCRA 260

(1995)

3. Wage Payment and Protection

a. Form of Payment, Art. 202; Civil Code, Art. 1705;

Rule VIII, Secs. 1, 2

ART. 202. Erroneous payment. - (a) If the System in good

faith pays income benefit to a dependent who is inferior in
right to another dependent or with whom another
dependent is entitled to share, such payments shall
discharge the System from liability, unless and until such
Duman / Labor I / Prof. Battad / Page 115
 LABOR LAW 1 REVIEWER
b. Time of Payment, Art. 103, Sec. 3
ART. 103. Time of payment. - Wages shall be paid at least
once every two (2) weeks or twice a month at intervals not
exceeding sixteen (16) days. If on account of force majeure
or circumstances beyond the employers control, payment of
wages on or within the time herein provided cannot be
made, the employer shall pay the wages immediately after
such force majeure or circumstances have ceased. No
employer shall make payment with less frequency than once
a month.
The payment of wages of employees engaged to perform a
task which cannot be completed in two (2) weeks shall be
subject to the following conditions, in the absence of a
collective bargaining agreement or arbitration award:
(1) That payments are made at intervals not exceeding
sixteen (16) days, in proportion to the amount of work
completed;
(2) That final settlement is made upon completion of the
work.
SECTION 3. Time of payment. (a) Wages shall be paid
not less than once every two (2) weeks or twice a month at
intervals not exceeding sixteen (16) days, unless payment
cannot be made with such regularity due to force majeure or
circumstances beyond the employer's control in which case
the employer shall pay the wages immediately after such
force majeure or circumstances have ceased.
(b) In case of payment of wages by results involving work
which cannot be finished in two (2) weeks, payment shall be
made at intervals not exceeding sixteen days in proportion
to the amount of work completed. Final settlement shall be
made immediately upon completion of the work.
c. Place of Payment, Art. 104, Sec. 4
SECTION 4. Place of payment. As a general rule, the
place of payment shall be at or near the place of
undertaking. Payment in a place other than the work place
shall be permissible only under the following circumstances:
(a) When payment cannot be effected at or near the place
of work by reason of the deterioration of peace and order
conditions, or by reason of actual or impending emergencies
caused by fire, flood, epidemic or other calamity rendering
payment thereat impossible;
(b) When the employer provides free transportation to the
employees back and forth; and
(c) Under any other analogous circumstances; Provided,
That the time spent by the employees in collecting their
wages shall be considered as compensable hours worked;
(d) No employer shall pay his employees in any bar, night or
day club, drinking establishment, massage clinic, dance hall,
or other similar places or in places where games are played
with stakes of money or things representing money except
in the case of persons employed in said places.
LC ART. 104. Place of payment. - Payment of wages shall be
made at or near the place of undertaking, except as
otherwise provided by such regulations as the Secretary of
Labor and Employment may prescribe under conditions to
ensure greater protection of wages.
See: Labor Advisory on Payment of Salaries Thru Automated
Teller Machines (ATM)
d. Person to Pay, Art. 105, Secs. 5, 6
SECTION 5. Direct payment of wages. Payment of wages
shall be made direct to the employee entitled thereto except
in the following cases:
(a) Where the employer is authorized in writing by the
employee to pay his wages to a member of his family;
(b) Where payment to another person of any part of the
employee's wages is authorized by existing law, including
payments for the insurance premiums of the employee and
union dues where the right to check-off has been recognized
by the employer in accordance with a collective agreement
or authorized in writing by the individual employees
concerned; or
(c) In case of death of the employee as provided in the
succeeding Section.
SECTION 6. Wages of deceased employee. The payment
of the wages of a deceased employee shall be made to his
heirs without the necessity of intestate proceedings. When
the heirs are of age, they shall execute an affidavit attesting
to their relationship to the deceased and the fact that they
are his heirs to the exclusion of all other persons. In case
any of the heirs is a minor, such affidavit shall be executed
in his behalf by his natural guardian or next of kin. Upon
presentation of the affidavit to the employer, he shall make
payment to the heirs as representative of the Secretary of
Labor and Employment.
ART. 105. Direct payment of wages. - Wages shall be paid
directly to the workers to whom they are due, except:
(a) In cases of force majeure rendering such payment
impossible or under other special circumstances to be
determined by the Secretary of Labor and Employment in
appropriate regulations, in which case, the worker may be
paid through another person under written authority given
by the worker for the purpose; or
(b) Where the worker has died, in which case, the employer
may pay the wages of the deceased worker to the heirs of
the latter without the necessity of intestate proceedings. The
claimants, if they are all of age, shall execute an affidavit
attesting to their relationship to the deceased and the fact
that they are his heirs, to the exclusion of all other persons.
If any of the heirs is a minor, the affidavit shall be executed
on his behalf by his natural guardian or next-of-kin. The
affidavit shall be presented to the employer who shall make
payment through the Secretary of Labor and Employment or
his representative. The representative of the Secretary of
Labor and Employment shall act as referee in dividing the
Duman / Labor I / Prof. Battad / Page 116
 LABOR LAW 1 REVIEWER

amount paid among the heirs. The payment of wages under ART. 113. Wage deduction. - No employer, in his own behalf
this Article shall absolve the employer of any further liability or in behalf of any person, shall make any deduction from
with respect to the amount paid. the wages of his employees, except:

Bermiso v. Escano, Inc., 105 Phil. (a) In cases where the worker is insured with his consent by
231 (1959) the employer, and the deduction is to recompense the
employer for the amount paid by him as premium on the
insurance;

(b) For union dues, in cases where the right of the worker or
his union to check-off has been recognized by the employer
or authorized in writing by the individual worker concerned;
and

(c) In cases where the employer is authorized by law or

regulations issued by the Secretary of Labor and
Employment.

4. Wage Prohibitions SECTION 10. Payment of wages in case of bankruptcy.

Unpaid wages earned by the employees before the
a. Wage Interference in Disposal of Wages, Art. 112; declaration of bankruptcy or judicial liquidation of the
Rule VIII, Sec. 9 employer's business shall be given first preference and shall
be paid in full before other creditors may establish any claim
a. Wage Interference in Disposal of Wages, Art. to a share in the assets of the employer.
112; Rule VIII, Sec. 9

ART. 112. Non-interference in disposal of wages. - No

employer shall limit or otherwise interfere with the freedom Apodaca v. NLRC, 172 SCRA 442
of any employee to dispose of his wages. He shall not in any (1989)
manner force, compel, or oblige his employees to purchase
merchandise, commodities or other property from any other
person, or otherwise make use of any store or services of
such employer or any other person.

SECTION 9. Labor-only contracting. (a) Any person who

undertakes to supply workers to an employer shall be
deemed to be engaged in labor-only contracting where such
person:

(1) Does not have substantial capital or investment in the

form of tools, equipment, machineries, work premises and
other materials; and

(2) The workers recruited and placed by such person are

performing activities which are directly related to the
principal business or operations of the employer in which
workers are habitually employed.

(b) Labor-only contracting as defined herein is hereby

prohibited and the person acting as contractor shall be
considered merely as an agent or intermediary of the
employer who shall be responsible to the workers in the
same manner and extent as if the latter were directly
employed by him. c. Requirement to make Deposits for Loss or
Damage, Art. Arts. 114, 115; Rule VIII, Sec. 11
(c) For cases not falling under this Rule, the Secretary of
Labor and Employment shall determine through appropriate
orders whether or not the contracting out of labor is
permissible in the light of the circumstances of each case
and after considering the operating needs of the employer ART. 114. Deposits for loss or damage. - No employer shall
and the rights of the workers involved. In such case, he may require his worker to make deposits from which deductions
prescribe conditions and restrictions to insure the protection shall be made for the reimbursement of loss of or damage
and welfare of the workers. to tools, materials, or equipment supplied by the employer,
except when the employer is engaged in such trades,
occupations or business where the practice of making
b. Wage Deduction, Art. 113; Rule VIII, Sec. 10
deductions or requiring deposits is a recognized one, or is
necessary or desirable as determined by the Secretary of
Labor and Employment in appropriate rules and
regulations.

Duman / Labor I / Prof. Battad / Page 117

 LABOR LAW 1 REVIEWER
ART. 115. Limitations. - No deduction from the deposits of
an employee for the actual amount of the loss or damage
shall be made unless the employee has been heard
thereon, and his
SECTION 11. Attorney's fees. Attorney's fees in any
judicial or administrative proceedings for the recovery of
wages shall not exceed 10 percent of the amount awarded.
The fees may be deducted from the total amount due the
winning party responsibility has been clearly shown.
Dentech Manufacturing Corp.
NLRC, 172 SCRA 588 (1989)
Five J Taxi v. NLRC, 235 SCRA 556
(1994)
e. Withholding of Wages, Art. 116; Civil Code,
Art. 1706
ART. 116. Withholding of wages and kickbacks prohibited. -
It shall be unlawful for any person, directly or indirectly, to
withhold any amount from the wages of a worker or induce
him to give up any part of his wages by force, stealth,
intimidation, threat or by any other means whatsoever
without the workers consent.
NCC Art. 1706. Withholding of the wages, except for a
debt due, shall not be made by the employer.
f. Deduction to Ensure Employment, Art. 117
ART. 117. Deduction to ensure employment. - It shall be
unlawful to make any deduction from the wages of any
employee for the benefit of the employer or his
representative or intermediary as consideration of a promise
of employment or retention in employment.
g. Retaliatory Measures, Art. 118
ART. 118. Retaliatory measures. - It shall be unlawful for an
employer to refuse to pay or reduce the wages and benefits,
discharge or in any manner discriminate against any
employee who has filed any complaint or instituted any
proceeding under this Title or has testified or is about to
testify in such proceedings.
h. False Reporting, Art. 119; Rule X, Sec. 13
ART. 119. False reporting. - It shall be unlawful for any
person to make any statement, report, or record filed or
kept pursuant to the provisions of this Code knowing such
statement, report or record to be false in any material
respect.
SECTION 13. False reporting. It shall be unlawful for any
employer or any person to make any false statement, report
or record on matters required to be kept or maintained
pursuant to the provisions of this Rule.
i. Keeping of Employees Records in a Place
other than the Workplace
South Motorists Enterprises v.
Tosoc, 181 SCRA 386 (1990)
j. Garnishment/Execution, Civil Code, Art. 1708
NCC Art. 1708. The laborer's wages shall not be subject to
execution or attachment, except for debts incurred for food,
shelter, clothing and medical attendance.
GAA v. Court of Appeals, 140 SCRA
304 (1985)
Duman / Labor I / Prof. Battad / Page 118
 LABOR LAW 1 REVIEWER

(3) Claims of laborers, masons, mechanics and other

workmen, as well as of architects, engineers and
contractors, engaged in the construction, reconstruction or
repair of buildings, canals or other works, upon said
buildings, canals or other works; xxx

Art. 2244. With reference to other property, real and

personal, of the debtor, the following claims or credits shall
be preferred in the order named:

(2) Credits for services rendered the insolvent by

employees, laborers, or household helpers for one year
preceding the commencement of the proceedings in
insolvency; xxx

Art. 1207. The concurrence of two or more creditors or of

two or more debtors in one and the same obligation does
not imply that each one of the former has a right to
demand, or that each one of the latter is bound to render,
Special Steel Corp. v. Villareal, 434 entire compliance with the prestation. There is a solidary
SCRA 19 (2004) liability only when the obligation expressly so states, or
when the law or the nature of the obligation requires
solidarity. (1137a)

5. Work Preference in the Event of Bankruptcy, Art.

110; Book III, Rule VIII, Sec. 7; civil Code, Arts. 1207, 2241
(6), 2242 (3), 2244 (2)
Republic v. Peralta, 150 SCRA 37 (1987)

LC ART. 110. Worker preference in case of bankruptcy . - In

the event of bankruptcy or liquidation of an employers
business, his workers shall enjoy first preference as regards
their wages and other monetary claims, any provisions of
law to the contrary notwithstanding. Such unpaid wages and
monetary claims shall be paid in full before claims of the
government and other creditors may be paid. (As amended
by Section 1, Republic Act No. 6715, March 21, 1989).

IRR SECTION 7. Civil liability of employer and contractors.

Every employer or indirect employer shall be jointly and
severally liable with his contractor or sub-contractor for the
unpaid wages of the employees of the latter. Such employer
or indirect employer may require the contractor or sub-
contractor to furnish a bond equal to the cost of labor under
contract on condition that the bond will answer for the
wages due the employees should the contractor or
subcontractor, as the case may be, fail to pay the same.

NCC Art. 2241. With reference to specific movable property

of the debtor, the following claims or liens shall be
preferred:

(6) Claims for laborers' wages, on the goods

manufactured or the work done; xxx
Manila Banking Corp. v. NLRC, 279 SCRA
Art. 2242. With reference to specific immovable property 602, 621-642 (1997)
and real rights of the debtor, the following claims,
mortgages and liens shall be preferred, and shall constitute
an encumbrance on the immovable or real right:

Duman / Labor I / Prof. Battad / Page 119

 LABOR LAW 1 REVIEWER
6. Wage Recovery/Jurisdiction, arts. 128, 129, 217,
111; Book III, Rule X, Secs. 1-5
ART. 128. Visitorial and enforcement power. - (a) The
Secretary of Labor and Employment or his duly authorized
representatives, including labor regulation officers, shall
have access to employers records and premises at any time
of the day or night whenever work is being undertaken
therein, and the right to copy therefrom, to question any
employee and investigate any fact, condition or matter
which may be necessary to determine violations or which
may aid in the enforcement of this Code and of any labor
law, wage order or rules and regulations issued pursuant
thereto.
(b) Notwithstanding the provisions of Articles 129 and 217 of
this Code to the contrary, and in cases where the
relationship of employer-employee still exists, the Secretary
of Labor and Employment or his duly authorized
representatives shall have the power to issue compliance
orders to give effect to the labor standards provisions of this
Code and other labor legislation based on the findings of
labor employment and enforcement officers or industrial
safety engineers made in the course of inspection. The
Secretary or his duly authorized representatives shall issue
writs of execution to the appropriate authority for the
enforcement of their orders, except in cases where the
employer contests the findings of the labor employment and
enforcement officer and raises issues supported by
documentary proofs which were not considered in the
course of inspection. (As amended by Republic Act No.
7730, June 2, 1994).
An order issued by the duly authorized representative of the
Secretary of Labor and Employment under this Article may
be appealed to the latter. In case said order involves a
monetary award, an appeal by the employer may be
perfected only upon the posting of a cash or surety bond
issued by a reputable bonding company duly accredited by
the Secretary of Labor and Employment in the amount
equivalent to the monetary award in the order appealed
from. (As amended by Republic Act No. 7730, June 2, 1994).
(c) The Secretary of Labor and Employment may likewise
order stoppage of work or suspension of operations of any
unit or department of an establishment when non-
compliance with the law or implementing rules and
regulations poses grave and imminent danger to the health
and safety of workers in the workplace. Within twenty-four
hours, a hearing shall be conducted to determine whether
an order for the stoppage of work or suspension of
operations shall be lifted or not. In case the violation is
attributable to the fault of the employer, he shall pay the
employees concerned their salaries or wages during the
period of such stoppage of work or suspension of operation.
(d) It shall be unlawful for any person or entity to obstruct,
impede, delay or otherwise render ineffective the orders of
the Secretary of Labor and Employment or his duly
authorized representatives issued pursuant to the authority
granted under this Article, and no inferior court or entity
shall issue temporary or permanent injunction or restraining
order or otherwise assume jurisdiction over any case
involving the enforcement orders issued in accordance with
this Article.
(e) Any government employee found guilty of violation of, or
abuse of authority, under this Article shall, after appropriate
administrative investigation, be subject to summary
dismissal from the service.
(f) The Secretary of Labor and Employment may, by
appropriate regulations, require employers to keep and
maintain such employment records as may be necessary in
aid of his visitorial and enforcement powers under this Code.
ART. 129. Recovery of wages, simple money claims and
other benefits. - Upon complaint of any interested party, the
Regional Director of the Department of Labor and
Employment or any of the duly authorized hearing officers of
the Department is empowered, through summary
proceeding and after due notice, to hear and decide any
matter involving the recovery of wages and other monetary
claims and benefits, including legal interest, owing to an
employee or person employed in domestic or household
service or househelper under this Code, arising from
employer-employee relations: Provided, That such complaint
does not include a claim for reinstatement: Provided further,
That the aggregate money claims of each employee or
househelper does not exceed Five thousand pesos
(P5,000.00). The Regional Director or hearing officer shall
decide or resolve the complaint within thirty (30) calendar
days from the date of the filing of the same. Any sum thus
recovered on behalf of any employee or househelper
pursuant to this Article shall be held in a special deposit
account by, and shall be paid on order of, the Secretary of
Labor and Employment or the Regional Director directly to
the employee or househelper concerned. Any such sum not
paid to the employee or househelper because he cannot be
located after diligent and reasonable effort to locate him
within a period of three (3) years, shall be held as a special
fund of the Department of Labor and Employment to be
used exclusively for the amelioration and benefit of workers.
Any decision or resolution of the Regional Director or
hearing officer pursuant to this provision may be appealed
on the same grounds provided in Article 223 of this Code,
within five (5) calendar days from receipt of a copy of said
decision or resolution, to the National Labor Relations
Commission which shall resolve the appeal within ten (10)
calendar days from the submission of the last pleading
required or allowed under its rules.chan robles virtual law
library
The Secretary of Labor and Employment or his duly
authorized representative may supervise the payment of
unpaid wages and other monetary claims and benefits,
Duman / Labor I / Prof. Battad / Page 120
 LABOR LAW 1 REVIEWER
including legal interest, found owing to any employee or
househelper under this Code. (As amended by Section 2,
Republic Act No. 6715, March 21, 1989).
ART. 217. Jurisdiction of the Labor Arbiters and the
Commission. - (a) Except as otherwise provided under this
Code, the Labor Arbiters shall have original and exclusive
jurisdiction to hear and decide, within thirty (30) calendar
days after the submission of the case by the parties for
decision without extension, even in the absence of
stenographic notes, the following cases involving all workers,
whether agricultural or non-agricultural:
1. Unfair labor practice cases;
2. Termination disputes;
3. If accompanied with a claim for reinstatement, those
cases that workers may file involving wages, rates of pay,
hours of work and other terms and conditions of
employment;
4. Claims for actual, moral, exemplary and other forms of
damages arising from the employer-employee relations;
5. Cases arising from any violation of Article 264 of this
Code, including questions involving the legality of strikes and
lockouts; and
6. Except claims for Employees Compensation, Social
Security, Medicare and maternity benefits, all other claims
arising from employer-employee relations, including those of
persons in domestic or household service, involving an
amount exceeding five thousand pesos (P5,000.00)
regardless of whether accompanied with a claim for
reinstatement.
(b) The Commission shall have exclusive appellate jurisdiction
over all cases decided by Labor Arbiters.
(c) Cases arising from the interpretation or implementation
of collective bargaining agreements and those arising from
the interpretation or enforcement of company personnel
policies shall be disposed of by the Labor Arbiter by referring
the same to the grievance machinery and voluntary
arbitration as may be provided in said agreements. (As
amended by Section 9, Republic Act No. 6715, March 21,
1989).
ART. 111. Attorneys fees. - (a) In cases of unlawful
withholding of wages, the culpable party may be assessed
attorneys fees equivalent to ten percent of the amount of
wages recovered.
SECTION 1. Visitorial power. The Secretary of Labor and
Employment or his duly authorized representatives, including
Labor Regulations Officers or Industrial Safety Engineers,
shall have access to employer's records and premises at any
time of the day or night whenever work is being undertaken
therein, and right to copy therefrom, to question any
employee, and to investigate any fact, condition or matter
relevant to the enforcement of any provision of the Code
and of any labor law, wage order or rules and regulations
issued pursuant thereto.
SECTION 2. Enforcement power. (a) The Regional
Director in cases where employer relations shall exist, shall
have the power to order and administer, after due notice
and hearing, compliance with the labor standards provisions
of the Code and other labor legislations based on the
findings of the Labor Regulation Officers or Industrial Safety
Engineers (Labor Standard and Welfare Officer) and made in
the course of inspection, and to issue writs of execution to
the appropriate authority of the enforcement of his order. In
line with the provisions of Article 128 in relation to Articles
289 and 290 of the Labor Code as amended in cases,
however, where the employer contests the findings of the
Labor Standards and Welfare Officers and raises issues
which cannot be resolved without considering evidentiary
matters that are not verifiable in the normal course of
inspection, the Regional Director concerned shall indorse the
case to the appropriate arbitration branch of the National
Labor Relations Commission for adjudication.
(b) The Regional Director shall give the employer fifteen
(15) days within which to comply with his order before
issuing a writ of execution. Copy of such order or writ of
execution shall immediately be furnished the Secretary of
Labor and Employment.
SECTION 3. Enforcement power on health and safety of
workers. (a) The Regional Director may likewise order
stoppage of work or suspension of operations of any unit or
department of an establishment when non-compliance with
the law, safety order or implementing rules and regulations
poses grave and imminent danger to the health and safety
of workers in the workplace.
(b) Within 24 hours from issuance of the order of stoppage
or suspension, a hearing shall be conducted to determine
whether the order for the stoppage of work or suspension of
operation shall be lifted or not. The proceedings shall be
terminated within seventy-two (72) hours and a copy of
such order or resolution shall be immediately furnished the
Secretary of Labor and Employment. In case the violation is
attributable to the fault of the employer, he shall pay the
employees concerned their salaries or wages during the
period of such stoppage of work or suspension of operation.
SECTION 4. Power to review. (a) The Secretary of Labor
and Employment, at his own initiative or upon request of the
employer and/or employee, may review the order of the
Regional Director. The order of the Regional Director shall
be immediately final and executory unless stayed by the
Secretary of Labor and Employment upon posting by the
employer of a reasonable cash or surety bond as fixed by
the Regional Director.
(b) In aid of his power of review, the Secretary of Labor and
Employment may direct the Bureau of Working Conditions to
evaluate the findings or orders of the Regional Director. The
decision of the Secretary of Labor and Employment shall be
final and executory.
SECTION 5. Interference and injunctions prohibited. It
shall be unlawful for any person or entity to obstruct,
impede, delay or otherwise render ineffective the exercise of
the enforcement power of the Secretary of Labor and
Employment, Regional Director or their duly authorized
representatives pursuant to the authority granted by the
Code and its implementing rules and regulations, and no
inferior court or entity shall issue temporary or permanent
injunction or restraining order or otherwise assume
jurisdiction over any case involving the enforcement orders
issued in accordance with the Code. In addition to the
penalties provided for by the Labor Code, any government
employees found guilty of violation or abuse of authority,
shall be subject to the provisions of Presidential Decree No.
6.
Duman / Labor I / Prof. Battad / Page 121
 LABOR LAW 1 REVIEWER

Cirineo Bowling Plaza v. Gerry Sensing,

supra

Ultra Villa Food Haus v. Geniston, 309

SCRA 17 (1999)

San Miguel Corporation v. Court of

Appeals, supra
Guico v. Sec. of Labor, 298 SCRA 667
(1998)

H. Thirteenth Month Pay

1. History of the Law

3. Rationale, PD 851, Whereas Clauses and
Dentech Mfg. Corp. v. NLRC, supra LImitations

2. Coverage WHEREAS, it is necessary to further protect the level of real

wages from the ravage of worldwide inflation;
Archilles Manufacturing Corp. v, NLRC,
244 SCRA 750 (1995) WHEREAS, there has been no increase in the legal minimum
wage rates since 1970;

WHEREAS, the Christmas season is an opportune time for

society to show its concern for the plight of the working
masses so they may properly celebrate Christmas and New
Year.

Section 1. All employers are hereby required to pay all their

employees receiving a basic salary of not more than P1,000
a month, regardless of the nature of their employment, a
13th-month pay not later than December 24 of every year.

Sec. 2. Employers already paying their employees a 13th-

month pay or its equivalent are not covered by this Decree.
Duman / Labor I / Prof. Battad / Page 122
 LABOR LAW 1 REVIEWER

4. Amount and Date of Payment

a. Basic Wage/Commissions

Boie Takeda v. Dela Serna, Supra

Iran v. NLRC, supra

Honda Philippines Inc. v. Samahan

ng Malayang Manggagawa sa Honda, 460 SCRA 186 (2005)
d. Diminution

Davao Fruits Corp. v. Associated

Labor Unions, supra

I. Bonus

1. Nature

Philippine Duplicators Inc. v. NLRC,

241 SCRA 380 (1995)

b. Substitute Payment

Framanlis Farms, Inc. v. NLRC, 171

SCRA 87 (1989)

c. 14th Month Pay

Kamaya Port Hotel v. NLRC, 177

SCRA 160 (1989)
2. Definition; When Demandable

Marcos v. NLRC, 248 SCRA 146

(1995)

Duman / Labor I / Prof. Battad / Page 123

 LABOR LAW 1 REVIEWER
Business Information Systems and
Services, Inc. v. NLRC, 221 SCRA 9 (1993)Philippine
Appliance Corp. v. Court of Appeals, 430 SCRA 525 (2004)
American Wire and Cable Daily
Rated Employees Union v. American Wire and Cable Co.,
Inc., 457 SCRA 684 (2005)
J. Working Conditions for Special Group of
Workers
1. Women, Arts. 130-138; Omnibus Rules, Book III,
Rule XII, Sec. 1; Constitution, Arts. II, Sec. 13 & XIII, Sec.
14; Convention on the Elimination of All Forms of
Discrimination Against Women (CEDAW), Arts. 11-13; ILO
Convention Nos. 100 & 111
Chapter I
EMPLOYMENT OF WOMEN
ART. 130. Nightwork prohibition. - No woman, regardless of
age, shall be employed or permitted or suffered to work,
with or without compensation:
(a) In any industrial undertaking or branch thereof between
ten oclock at night and six oclock in the morning of the
following day; or
(b) In any commercial or non-industrial undertaking or
branch thereof, other than agricultural, between midnight
and six oclock in the morning of the following day; or
(c) In any agricultural undertaking at nighttime unless she is
given a period of rest of not less than nine (9) consecutive
hours.
ART. 131. Exceptions. - The prohibitions prescribed by the
preceding Article shall not apply in any of the following
cases:
(a) In cases of actual or impending emergencies caused by
serious accident, fire, flood, typhoon, earthquake, epidemic
or other disasters or calamity, to prevent loss of life or
property, or in cases of force majeure or imminent danger to
public safety;
(b) In case of urgent work to be performed on machineries,
equipment or installation, to avoid serious loss which the
employer would otherwise suffer;
(c) Where the work is necessary to prevent serious loss of
perishable goods;
(d) Where the woman employee holds a responsible position
of managerial or technical nature, or where the woman
employee has been engaged to provide health and welfare
services;
(e) Where the nature of the work requires the manual skill
and dexterity of women workers and the same cannot be
performed with equal efficiency by male workers;
(f) Where the women employees are immediate members of
the family operating the establishment or undertaking; and
(g) Under other analogous cases exempted by the Secretary
of Labor and Employment in appropriate regulations.
ART. 132. Facilities for women. - The Secretary of Labor and
Employment shall establish standards that will ensure the
safety and health of women employees. In appropriate
cases, he shall, by regulations, require any employer to:
(a) Provide seats proper for women and permit them to use
such seats when they are free from work and during
working hours, provided they can perform their duties in this
position without detriment to efficiency;
(b) To establish separate toilet rooms and lavatories for men
and women and provide at least a dressing room for
women;
(c) To establish a nursery in a workplace for the benefit of
the women employees therein; and
(d) To determine appropriate minimum age and other
standards for retirement or termination in special
occupations such as those of flight attendants and the like.
ART. 133. Maternity leave benefits. - (a) Every employer
shall grant to any pregnant woman employee who has
rendered an aggregate service of at least six (6) months for
Duman / Labor I / Prof. Battad / Page 124
 LABOR LAW 1 REVIEWER

the last twelve (12) months, maternity leave of at least two ART. 137. Prohibited acts. - (a) It shall be unlawful for any
(2) weeks prior to the expected date of delivery and another employer:
four (4) weeks after normal delivery or abortion with full pay
based on her regular or average weekly wages. The
(1) To deny any woman employee the benefits provided for
employer may require from any woman employee applying
in this Chapter or to discharge any woman employed by him
for maternity leave the production of a medical certificate
for the purpose of preventing her from enjoying any of the
stating that delivery will probably take place within two
benefits provided under this Code.
weeks.

(2) To discharge such woman on account of her pregnancy,

(b) The maternity leave shall be extended without pay on
or while on leave or in confinement due to her pregnancy;
account of illness medically certified to arise out of the
pregnancy, delivery, abortion or miscarriage, which renders
the woman unfit for work, unless she has earned unused (3) To discharge or refuse the admission of such woman
leave credits from which such extended leave may be upon returning to her work for fear that she may again be
charged. pregnant.

(c) The maternity leave provided in this Article shall be paid ART. 138. Classification of certain women workers . - Any
by the employer only for the first four (4) deliveries by a woman who is permitted or suffered to work, with or
woman employee after the effectivity of this Code. without compensation, in any night club, cocktail lounge,
massage clinic, bar or similar establishments under the
effective control or supervision of the employer for a
ART. 134. Family planning services; incentives for family
substantial period of time as determined by the Secretary of
planning. - (a) Establishments which are required by law to
Labor and Employment, shall be considered as an employee
maintain a clinic or infirmary shall provide free family
of such establishment for purposes of labor and social
planning services to their employees which shall include, but
legislation.
not be limited to, the application or use of contraceptive pills
and intrauterine devices.
RULE XII
Employment of Women and Minors
(b) In coordination with other agencies of the government
engaged in the promotion of family planning, the
Department of Labor and Employment shall develop and SECTION 1. General statement on coverage. This Rule
prescribe incentive bonus schemes to encourage family shall apply to all employers, whether operating for profit or
planning among female workers in any establishment or not, including educational, religious and charitable
enterprise. institutions, except to the Government and to government-
owned or controlled corporations and to employers of
household helpers and persons in their personal service
ART. 135. Discrimination prohibited. - It shall be unlawful for
insofar as such workers are concerned.
any employer to discriminate against any woman employee
with respect to terms and conditions of employment solely
on account of her sex. Constitution Art. II, Section 13. The State
recognizes the vital role of the youth in nation-building
The following are acts of discrimination: and shall promote and protect their physical, moral,
spiritual, intellectual, and social well-being. It shall
inculcate in the youth patriotism and nationalism, and
(a) Payment of a lesser compensation, including wage, encourage their involvement in public and civic affairs.
salary or other form of remuneration and fringe benefits, to
a female employees as against a male employee, for work of
equal value; and
ARTICLE XIII WOMEN
Section 14. The State shall protect working women
by providing safe and healthful working conditions,
(b) Favoring a male employee over a female employee with taking into account their maternal functions, and such
respect to promotion, training opportunities, study and facilities and opportunities that will enhance their
scholarship grants solely on account of their sexes.
welfare and enable them to realize their full potential
in the service of the nation.
Criminal liability for the willful commission of any unlawful
act as provided in this Article or any violation of the rules
and regulations issued pursuant to Section 2 hereof shall be
penalized as provided in Articles 288 and 289 of this Code:
Provided, That the institution of any criminal action under
this provision shall not bar the aggrieved employee from
filing an entirely separate and distinct action for money
claims, which may include claims for damages and other
affirmative reliefs. The actions hereby authorized shall CEDAW
proceed independently of each other. (As amended by Article 11
Republic Act No. 6725, May 12, 1989).
1. States Parties shall take all appropriate measures
to eliminate discrimination against women in the field
ART. 136. Stipulation against marriage. - It shall be unlawful of employment in order to ensure, on a basis of
for an employer to require as a condition of employment or equality of men and women, the same rights, in
continuation of employment that a woman employee shall particular:
not get married, or to stipulate expressly or tacitly that upon (a) The right to work as an inalienable right of all
getting married, a woman employee shall be deemed
human beings;
resigned or separated, or to actually dismiss, discharge,
discriminate or otherwise prejudice a woman employee
merely by reason of her marriage.

Duman / Labor I / Prof. Battad / Page 125

 LABOR LAW 1 REVIEWER
(b) The right to the same employment opportunities,
including the application of the same criteria for
selection in matters of employment;
(c) The right to free choice of profession and
employment, the right to promotion, job security and
all benefits and conditions of service and the right to
receive vocational training and retraining, including
apprenticeships, advanced vocational training and
recurrent training;
(d) The right to equal remuneration, including
benefits, and to equal treatment in respect of work of
equal value, as well as equality of treatment in the
evaluation of the quality of work;
(e) The right to social security, particularly in cases of
retirement, unemployment, sickness, invalidity and old
age and other incapacity to work, as well as the right
to paid leave;
(f) The right to protection of health and to safety in
working conditions, including the safeguarding of the
function of reproduction.
2. In order to prevent discrimination against women
on the grounds of marriage or maternity and to ensure
their effective right to work, States Parties shall take
appropriate measures:
(a) To prohibit, subject to the imposition of sanctions,
dismissal on the grounds of pregnancy or of maternity
leave and discrimination in dismissals on the basis of
marital status;
(b) To introduce maternity leave with pay or with
comparable social benefits without loss of former
employment, seniority or social allowances;
(c) To encourage the provision of the necessary
supporting social services to enable parents to
combine family obligations with work responsibilities
and participation in public life, in particular through
promoting the establishment and development of a
network of child-care facilities;
(d) To provide special protection to women during
pregnancy in types of work proved to be harmful to
them.
3. Protective legislation relating to matters covered in
this article shall be reviewed periodically in the light of
scientific and technological knowledge and shall be
revised, repealed or extended as necessary.
Article 12
1. States Parties shall take all appropriate measures
to eliminate discrimination against women in the field
of health care in order to ensure, on a basis of
equality of men and women, access to health care
services, including those related to family planning.
2. Notwithstanding the provisions of paragraph I of
this article, States Parties shall ensure to women
appropriate services in connection with pregnancy,
confinement and the post-natal period, granting free
services where necessary, as well as adequate
nutrition during pregnancy and lactation.
Article 13
States Parties shall take all appropriate measures to
eliminate discrimination against women in other areas
of economic and social life in order to ensure, on a
basis of equality of men and women, the same rights,
in particular:
(a) The right to family benefits;
(b) The right to bank loans, mortgages and other
forms of financial credit;
(c) The right to participate in recreational activities,
sports and all aspects of cultural life.
C100 Equal Remuneration Convention, 1951
Convention concerning Equal Remuneration for Men and
Women Workers for Work of Equal Value (Note: Date of
coming into force: 23:05:1953.)
Convention:C100
Place:Geneva
Session of the Conference:34
Date of adoption:29:06:1951
Subject classification: Equal Remuneration
Subject classification: Women
Subject: Equality of Opportunity and Treatment
The General Conference of the International Labour
Organisation,
Having been convened at Geneva by the Governing Body of
the International Labour Office, and having met in its Thirty-
fourth Session on 6 June 1951, and
Having decided upon the adoption of certain proposals with
regard to the principle of equal remuneration for men and
women workers for work of equal value, which is the
seventh item on the agenda of the session, and
Having determined that these proposals shall take the form
of an international Convention,
adopts this twenty-ninth day of June of the year one
thousand nine hundred and fifty-one the following
Convention, which may be cited as the Equal Remuneration
Convention, 1951:
Article 1
For the purpose of this Convention--
(a) the term remuneration includes the ordinary, basic or
minimum wage or salary and any additional emoluments
whatsoever payable directly or indirectly, whether in cash or
in kind, by the employer to the worker and arising out of the
worker's employment;
(b) the term equal remuneration for men and women
workers for work of equal value refers to rates of
remuneration established without discrimination based on
sex.
Duman / Labor I / Prof. Battad / Page 126
 LABOR LAW 1 REVIEWER
Article 2
1. Each Member shall, by means appropriate to the methods
in operation for determining rates of remuneration, promote
and, in so far as is consistent with such methods, ensure the
application to all workers of the principle of equal
remuneration for men and women workers for work of equal
value.
2. This principle may be applied by means of--
(a) national laws or regulations;
(b) legally established or recognised machinery for wage
determination;
(c) collective agreements between employers and workers;
or
(d) a combination of these various means.
Article 3
1. Where such action will assist in giving effect to the
provisions of this Convention measures shall be taken to
promote objective appraisal of jobs on the basis of the work
to be performed.
2. The methods to be followed in this appraisal may be
decided upon by the authorities responsible for the
determination of rates of remuneration, or, where such rates
are determined by collective agreements, by the partes
thereto.
3. Differential rates between workers which correspond,
without regard to sex, to differences, as determined by such
objective appraisal, in the work to be performed shall not be
considered as being contrary to the principle of equal
remuneration for men and women workers for work of equal
value.
Article 4
Each Member shall co-operate as appropriate with the
employers' and workers' organisations concerned for the
purpose of giving effect to the provisions of this Convention.
Article 5
The formal ratifications of this Convention shall be
communicated to the Director-General of the International
Labour Office for registration.
Article 6
1. This Convention shall be binding only upon those
Members of the International Labour Organisation whose
ratifications have been registered with the Director-General.
2. It shall come into force twelve months after the date on
which the ratifications of two Members have been registered
with the Director-General.
3. Thereafter, this Convention shall come into force for any
Member twelve months after the date on which its
ratification has been registered.
Article 7
1. Declarations communicated to the Director-General of the
International Labour Office in accordance with paragraph 2
of Article 35 of the Constitution of the International Labour
Organisation shall indicate --
a) the territories in respect of which the Member concerned
undertakes that the provisions of the Convention shall be
applied without modification;
b) the territories in respect of which it undertakes that the
provisions of the Convention shall be applied subject to
modifications, together with details of the said modifications;
c) the territories in respect of which the Convention is
inapplicable and in such cases the grounds on which it is
inapplicable;
d) the territories in respect of which it reserves its decision
pending further consideration of the position.
2. The undertakings referred to in subparagraphs (a) and (b)
of paragraph 1 of this Article shall be deemed to be an
integral part of the ratification and shall have the force of
ratification.
3. Any Member may at any time by a subsequent declaration
cancel in whole or in part any reservation made in its original
declaration in virtue of subparagraph (b), (c) or (d) of
paragraph 1 of this Article.
4. Any Member may, at any time at which the Convention is
subject to denunciation in accordance with the provisions of
Article 9, communicate to the Director-General a declaration
modifying in any other respect the terms of any former
declaration and stating the present position in respect of
such territories as it may specify.
Article 8
1. Declarations communicated to the Director-General of the
International Labour Office in accordance with paragraph 4
or 5 of Article 35 of the Constitution of the International
Labour Organisation shall indicate whether the provisions of
the Convention will be applied in the territory concerned
without modification or subject to modifications; when the
declaration indicates that the provisions of the Convention
will be applied subject to modifications, it shall give details
of the said modifications.
2. The Member, Members or international authority
concerned may at any time by a subsequent declaration
renounce in whole or in part the right to have recourse to
any modification indicated in any former declaration.
3. The Member, Members or international authority
concerned may, at any time at which this Convention is
subject to denunciation in accordance with the provisions of
Article 9, communicate to the Director-General a declaration
modifying in any other respect the terms of any former
declaration and stating the present position in respect of the
application of the Convention.
Article 9
1. A Member which has ratified this Convention may
denounce it after the expiration of ten years from the date
Duman / Labor I / Prof. Battad / Page 127
 LABOR LAW 1 REVIEWER
on which the Convention first comes into force, by an act
communicated to the Director-General of the International
Labour Office for registration. Such denunciation shall not
take effect until one year after the date on which it is
registered.
2. Each Member which has ratified this Convention and
which does not, within the year following the expiration of
the period of ten years mentioned in the preceding
paragraph, exercise the right of denunciation provided for in
this Article, will be bound for another period of ten years
and, thereafter, may denounce this Convention at the
expiration of each period of ten years under the terms
provided for in this Article.
Article 10
1. The Director-General of the International Labour Office
shall notify all Members of the International Labour
Organisation of the registration of all ratifications,
declarations and denunciations communicated to him by the
Members of the Organisation.
2. When notifying the Members of the Organisation of the
registration of the second ratification communicated to him,
the Director-General shall draw the attention of the Members
of the Organisation to the date upon which the Convention
will come into force.
Article 11
The Director-General of the International Labour Office shall
communicate to the Secretary-General of the United Nations
for registration in accordance with Article 102 of the Charter
of the United Nations full particulars of all ratifications,
declarations and acts of denunciation registered by him in
accordance with the provisions of the preceding articles.
Article 12
At such times as may consider necessary the Governing
Body of the International Labour Office shall present to the
General Conference a report on the working of this
Convention and shall examine the desirability of placing on
the agenda of the Conference the question of its revision in
whole or in part.
Article 13
1. Should the Conference adopt a new Convention revising
this Convention in whole or in part, then, unless the new
Convention otherwise provides--
a) the ratification by a Member of the new revising
Convention shall ipso jure involve the immediate
denunciation of this Convention, notwithstanding the
provisions of Article 9 above, if and when the new revising
Convention shall have come into force;
b) as from the date when the new revising Convention
comes into force this Convention shall cease to be open to
ratification by the Members.
2. This Convention shall in any case remain in force in its
actual form and content for those Members which have
ratified it but have not ratified the revising Convention.
Article 14
The English and French versions of the text of this
Convention are equally authoritative.
C111 Discrimination (Employment and Occupation)
Convention, 1958
Convention concerning Discrimination in Respect of
Employment and Occupation (Note: Date of coming into
force: 15:06:1960.)
Convention:C111
Place:Geneva
Session of the Conference:42
Date of adoption:25:06:1958
Subject classification: Non-discrimination (Employment and
Occupation)
Subject classification: Women
Subject: Equality of Opportunity and Treatment
The General Conference of the International Labour
Organisation,
Having been convened at Geneva by the Governing Body of
the International Labour Office, and having met in its Forty-
second Session on 4 June 1958, and
Having decided upon the adoption of certain proposals with
regard to discrimination in the field of employment and
occupation, which is the fourth item on the agenda of the
session, and
Having determined that these proposals shall take the form
of an international Convention, and
Considering that the Declaration of Philadelphia affirms that
all human beings, irrespective of race, creed or sex, have
the right to pursue both their material well-being and their
spiritual development in conditions of freedom and dignity,
of economic security and equal opportunity, and
Considering further that discrimination constitutes a violation
of rights enunciated by the Universal Declaration of Human
Rights,
adopts this twenty-fifth day of June of the year one
thousand nine hundred and fifty-eight the following
Convention, which may be cited as the Discrimination
(Employment and Occupation) Convention, 1958:
Article 1
1. For the purpose of this Convention the term
discrimination includes--
(a) any distinction, exclusion or preference made on the
basis of race, colour, sex, religion, political opinion, national
extraction or social origin, which has the effect of nullifying
or impairing equality of opportunity or treatment in
employment or occupation;
(b) such other distinction, exclusion or preference which has
the effect of nullifying or impairing equality of opportunity or
treatment in employment or occupation as may be
determined by the Member concerned after consultation
with representative employers' and workers' organisations,
where such exist, and with other appropriate bodies.
Duman / Labor I / Prof. Battad / Page 128
 LABOR LAW 1 REVIEWER

2. Any distinction, exclusion or preference in respect of a cultural status, are generally recognised to require special
particular job based on the inherent requirements thereof protection or assistance, shall not be deemed to be
shall not be deemed to be discrimination. discrimination.

3. For the purpose of this Convention the terms Article 6

employment and occupation include access to vocational
training, access to employment and to particular
Each Member which ratifies this Convention undertakes to
occupations, and terms and conditions of employment.
apply it to non-metropolitan territories in accordance with
the provisions of the Constitution of the International Labour
Article 2 Organisation.

Each Member for which this Convention is in force Article 7

undertakes to declare and pursue a national policy designed
to promote, by methods appropriate to national conditions
The formal ratifications of this Convention shall be
and practice, equality of opportunity and treatment in
communicated to the Director-General of the International
respect of employment and occupation, with a view to
Labour Office for registration.
eliminating any discrimination in respect thereof.

Article 8
Article 3

1. This Convention shall be binding only upon those

Each Member for which this Convention is in force
Members of the International Labour Organisation whose
undertakes, by methods appropriate to national conditions
ratifications have been registered with the Director-General.
and practice--

2. It shall come into force twelve months after the date on

(a) to seek the co-operation of employers' and workers'
which the ratifications of two Members have been registered
organisations and other appropriate bodies in promoting the
with the Director-General.
acceptance and observance of this policy;

3. Thereafter, this Convention shall come into force for any

(b) to enact such legislation and to promote such
Member twelve months after the date on which its
educational programmes as may be calculated to secure the
ratification has been registered.
acceptance and observance of the policy;

(c) to repeal any statutory provisions and modify any
administrative instructions or practices which are
inconsistent with the policy;
(d) to pursue the policy in respect of employment under the
direct control of a national authority;
(e) to ensure observance of the policy in the activities of
vocational guidance, vocational training and placement
services under the direction of a national authority;
(f) to indicate in its annual reports on the application of the
Convention the action taken in pursuance of the policy and
the results secured by such action.
Article 4
Article 9
1. A Member which has ratified this Convention may
denounce it after the expiration of ten years from the date
on which the Convention first comes into force, by an act
communicated to the Director-General of the International
Labour Office for registration. Such denunciation shall not
take effect until one year after the date on which it is
registered.
2. Each Member which has ratified this Convention and
which does not, within the year following the expiration of
the period of ten years mentioned in the preceding
paragraph, exercise the right of denunciation provided for in
this Article, will be bound for another period of ten years
and, thereafter, may denounce this Convention at the
expiration of each period of ten years under the terms
provided for in this Article.

Any measures affecting an individual who is justifiably

suspected of, or engaged in, activities prejudicial to the
security of the State shall not be deemed to be
discrimination, provided that the individual concerned shall
have the right to appeal to a competent body established in
accordance with national practice.
Article 5
Article 10
1. The Director-General of the International Labour Office
shall notify all Members of the International Labour
Organisation of the registration of all ratifications and
denunciations communicated to him by the Members of the
Organisation.

2. When notifying the Members of the Organisation of the

1. Special measures of protection or assistance provided for
registration of the second ratification communicated to him,
in other Conventions or Recommendations adopted by the
the Director-General shall draw the attention of the Members
International Labour Conference shall not be deemed to be
of the Organisation to the date upon which the Convention
discrimination.
will come into force.

2. Any Member may, after consultation with representative

employers' and workers' organisations, where such exist,
determine that other special measures designed to meet the
particular requirements of persons who, for reasons such as
sex, age, disablement, family responsibilities or social or
Article 11
The Director-General of the International Labour Office shall
communicate to the Secretary-General of the United Nations
Duman / Labor I / Prof. Battad / Page 129
 LABOR LAW 1 REVIEWER

for registration in accordance with Article 102 of the Charter

of the United Nations full particulars of all ratifications and
acts of denunciation registered by him in accordance with
the provisions of the preceding Articles.

b. Women under the Constitution, Art. II, Sec.

Article 12
14; Art XIII, Sec 14

At such times as it may consider necessary the Governing Philippine Association of Service
Body of the International Labour Office shall present to the Exporters v. Drilon, 163 SCRA 386 (1988)
General Conference a report on the working of this
Convention and shall examine the desirability of placing on
the agenda of the Conference the question of its revision in
whole or in part.

Article 13

1. Should the Conference adopt a new Convention revising

this Convention in whole or in part, then, unless the new
Convention otherwise provides:

a) the ratification by a Member of the new revising

Convention shall ipso jure involve the immediate
denunciation of this Convention, notwithstanding the
provisions of Article 9 above, if and when the new revising
Convention shall have come into force;

b) as from the date when the new revising Convention

comes into force, this Convention shall cease to be open to
ratification by the Members.

2. This Convention shall in any case remain in force in its

actual form and content for those Members which have Phil. Telegraph and Telephone Co.
ratified it but have not ratified the revising Convention. v. NLRC, 272 SCRA 596 (1997)

Article 14

The English and French versions of the text of this

Convention are equally authoritative.

a. Equality: Formal Equality vs. Substantive

Equality

Readings:

Bartlett, Katharine, Gender Law, in

Duke Journal of Gender Law and Policy (1994)
Formal Equality and Substantive
Equality in the Textbook on Gender and the Law by Angela
Harris
Baldoz, Rosalinda, Job
discrimination against women in the work environment: the
Philippine setting, PLR, Vol. 24, No. 1 (2000).

c. Coverage, Rule XII, Sec. I

Employment of Women and Minors

SECTION 1. General statement on coverage. This Rule

shall apply to all employers, whether operating for profit or
not, including educational, religious and charitable
institutions, except to the Government and to government-
owned or controlled corporations and to employers of

Duman / Labor I / Prof. Battad / Page 130

 LABOR LAW 1 REVIEWER

household helpers and persons in their personal service (a) Payment of a lesser compensation, including wage,
insofar as such workers are concerned. salary or other form of remuneration and fringe benefits, to
a female employees as against a male employee, for work of
equal value; and

(b) Favoring a male employee over a female employee with

respect to promotion, training opportunities, study and
d. Prohibited Acts scholarship grants solely on account of their sexes.

1) Night Work/Exception, Art. 130-131

ART. 130. Nightwork prohibition. - No woman, regardless of
age, shall be employed or permitted or suffered to work,
with or without compensation:
(a) In any industrial undertaking or branch thereof between
ten oclock at night and six oclock in the morning of the
following day; or
(b) In any commercial or non-industrial undertaking or
branch thereof, other than agricultural, between midnight
and six oclock in the morning of the following day; or
Criminal liability for the willful commission of any unlawful
act as provided in this Article or any violation of the rules
and regulations issued pursuant to Section 2 hereof shall be
penalized as provided in Articles 288 and 289 of this Code:
Provided, That the institution of any criminal action under
this provision shall not bar the aggrieved employee from
filing an entirely separate and distinct action for money
claims, which may include claims for damages and other
affirmative reliefs. The actions hereby authorized shall
proceed independently of each other. (As amended by
Republic Act No. 6725, May 12, 1989).
10) Stipulation Against Marriage, Art. 136

ART. 136. Stipulation against marriage. - It shall be unlawful

(c) In any agricultural undertaking at nighttime unless she is
given a period of rest of not less than nine (9) consecutive
hours.
ART. 131. Exceptions. - The prohibitions prescribed by the
preceding Article shall not apply in any of the following
cases:
for an employer to require as a condition of employment or
continuation of employment that a woman employee shall
not get married, or to stipulate expressly or tacitly that upon
getting married, a woman employee shall be deemed
resigned or separated, or to actually dismiss, discharge,
discriminate or otherwise prejudice a woman employee
merely by reason of her marriage.

(a) In cases of actual or impending emergencies caused by Duncan Association of Detailman

serious accident, fire, flood, typhoon, earthquake, epidemic PTGWO v. Glaxo Wellcome Philippines, Inc., 438 SCRA 343
or other disasters or calamity, to prevent loss of life or (2004)
property, or in cases of force majeure or imminent danger to
public safety;

(b) In case of urgent work to be performed on machineries,

equipment or installation, to avoid serious loss which the
employer would otherwise suffer;

(c) Where the work is necessary to prevent serious loss of

perishable goods;

(d) Where the woman employee holds a responsible position

of managerial or technical nature, or where the woman
employee has been engaged to provide health and welfare
services;

(e) Where the nature of the work requires the manual skill
and dexterity of women workers and the same cannot be
performed with equal efficiency by male workers;

(f) Where the women employees are immediate members of

the family operating the establishment or undertaking; and

(g) Under other analogous cases exempted by the Secretary

of Labor and Employment in appropriate regulations. 11) Discharge on Account of Pregnancy, Art. 137

9) Discrimination, Art. 135
ART. 135. Discrimination prohibited. - It shall be unlawful for
any employer to discriminate against any woman employee
with respect to terms and conditions of employment solely
on account of her sex.
The following are acts of discrimination:
ART. 137. Prohibited acts. - (a) It shall be unlawful for any
employer:
(1) To deny any woman employee the benefits provided for
in this Chapter or to discharge any woman employed by him
for the purpose of preventing her from enjoying any of the
benefits provided under this Code.
Duman / Labor I / Prof. Battad / Page 131
 LABOR LAW 1 REVIEWER
(2) To discharge such woman on account of her pregnancy,
or while on leave or in confinement due to her pregnancy;
(3) To discharge or refuse the admission of such woman
upon returning to her work for fear that she may again be
pregnant.
d. Facilities, Art. 132, 134
ART. 132. Facilities for women. - The Secretary of Labor and
Employment shall establish standards that will ensure the
safety and health of women employees. In appropriate
cases, he shall, by regulations, require any employer to:
(a) Provide seats proper for women and permit them to use
such seats when they are free from work and during
working hours, provided they can perform their duties in this
position without detriment to efficiency;
(b) To establish separate toilet rooms and lavatories for men
and women and provide at least a dressing room for
women;
(c) To establish a nursery in a workplace for the benefit of
the women employees therein; and
(d) To determine appropriate minimum age and other
standards for retirement or termination in special
occupations such as those of flight attendants and the like.
ART. 134. Family planning services; incentives for family
planning. - (a) Establishments which are required by law to
maintain a clinic or infirmary shall provide free family
planning services to their employees which shall include, but
not be limited to, the application or use of contraceptive pills
and intrauterine devices.
(b) In coordination with other agencies of the government
engaged in the promotion of family planning, the
Department of Labor and Employment shall develop and
prescribe incentive bonus schemes to encourage family
planning among female workers in any establishment or
enterprise.
e. Special Women Workers, 138
ART. 138. Classification of certain women workers . - Any
woman who is permitted or suffered to work, with or
without compensation, in any night club, cocktail lounge,
massage clinic, bar or similar establishments under the
effective control or supervision of the employer for a
substantial period of time as determined by the Secretary of
Labor and Employment, shall be considered as an employee
of such establishment for purposes of labor and social
legislation.
f. Maternity Leave, Social Security Law of 1997
(RA 1161, as amended by RA 8282), Sec. 14-A, RA 828
"SEC. 14-A. Maternity Leave Benefit. - A female member
who has paid at least three (3) monthly contributions in the
twelve-month period immediately preceding the semester of
her childbirth or miscarriage shall be paid a daily maternity
benefit equivalent to one hundred percent (100%) of her
average daily salary credit for sixty (60) days or seventy-
eight (78) days in case of caesarian delivery, subject to the
following conditions:
"(a) That the employee shall have notified her employer of
her pregnancy and the probable date of her childbirth, which
notice shall be transmitted to the SSS in accordance with the
rules and regulations it may provide;
"(b) The full payment shall be advanced by the employer
within thirty (30) days from the filing of the maternity leave
application;
"(c) That payment of daily maternity benefits shall be a bar
to the recovery of sickness benefits provided by this Act for
the same period for which daily maternity benefits have
been received;
"(d) That the maternity benefits provided under this section
shall be paid only for the first four (4) deliveries or
miscarriages;
"(e) That the SSS shall immediately reimburse the employer
of one hundred percent (100%) of the amount of maternity
benefits advanced to the employee by the employer upon
receipt of satisfactory proof of such payment and legality
thereof; and
"(f) That if an employee member should give birth or suffer
miscarriage without the required contributions having been
remitted for her by her employer to the SSS, or without the
latter having been previously notified by the employer of the
time of the pregnancy, the employer shall pay to the SSS
damages equivalent to the benefits which said employee
member would otherwise have been entitled to.
g. Sexual Harassment (RA 7877)
REPUBLIC ACT NO. 7877
AN ACT DECLARING SEXUAL HARASSMENT
UNLAWFUL IN THE EMPLOYMENT, EDUACATION
OR TRAINING ENVIRONMENT, AND FOR OTHER
PURPOSES
Be it enacted by the Senate and House of
Representatives of the Philippines in Congress
assembled:
Section 1. Title. This Act shall be known as the
"Anti-Sexual Harassment Act of 1995."
Sec. 2. Declaration of Policy. The State shall
value the dignity of every individual, enhance the
development of it human resources, guarantee full
respect for human rights, and uphold the dignity of
workers, employees, applicants for employment,
students or those undergoing training, instruction or
education. Towards this end, all forms of sexual
harassment in the employment, education or training
environment are hereby declared unlawful.
Sec. 3. Work, Education or Training-related
Sexual Harassment Defined. Work, education or
training-related sexual harassment is committed by an
employee, manager, supervisor, agent of the
employer, teacher, instructor, professor, coach,
Duman / Labor I / Prof. Battad / Page 132
 LABOR LAW 1 REVIEWER
trainor, or any other person who, having authority,
influence or moral ascendancy over another in a work
or training or education environment, demands,
requests or otherwise requires any sexual favor from
the other, regardless of whether the demand, request
or requirement for submission is accepted by the
object of said Act.
(a) In a work-related or employment
environment, sexual harassment is committed when:
(1) The sexual favor is made as a condition
in the hiring or in the employment, re-employment or
continued employment of said individual, or in
granting said individual favorable compensation,
terms, conditions, promotions, or privileges; or the
refusal to grant the sexual favor results in limiting,
segregating or classifying the employee which in a
way would discriminate, deprive or diminish
employment opportunities or otherwise adversely
affect said employee;
(2) The above acts would impair the
employees rights or privileges under existing labor
laws; or
(3) The above acts would result in an
intimidating, hostile, or offensive environment for the
employee.
(b) In an education or training environment,
sexual harassment is committed:
(1) Against one who is under the care,
custody or supervision of the offender;
(2) Against one whose education, training,
apprenticeship or tutorship is entrusted to the
offender;
(3) When the sexual favor is made a
condition to the giving of a passing grade, or the
granting of honors and scholarships, or the payment
of a stipend, allowance or other benefits, privileges, or
considerations; or
(4) When the sexual advances result in an
intimidating, hostile or offensive environment for the
student, trainee or apprentice.
Any person who directs or induces
another to commit any act of sexual harassment as
herein defined, or who cooperates in the commission
thereof by another without which it would not have
been committed, shall also be held liable under this
Act.
Sec.4. Duty of the Employer or Head of Office in
a Work-related, Education or Training Environment.
It shall be the duty of the employer or the head of the
work-related, educational or training environment or
institution, to prevent or deter the commission of acts
of sexual harassment and to provide the procedures
for the resolution, settlement or prosecution of acts of
sexual harassment. Towards this end, the employer or
head of office shall:
(a) Promulgate appropriate rules and
regulations in consultation with the jointly approved by
the employees or students or trainees, through their
duly designated representatives, prescribing the
procedure for the investigation or sexual harassment
cases and the administrative sanctions therefor.
Administrative sanctions shall not be a bar to
prosecution in the proper courts for unlawful acts of
sexual harassment.
The said rules and regulations issued pursuant
to this section (a) shall include, among others,
guidelines on proper decorum in the workplace and
educational or training institutions.
(c) Create a committee on decorum and
investigation of cases on sexual harassment. The
committee shall conduct meetings, as the case may
be, with other officers and employees, teachers,
instructors, professors, coaches, trainors and
students or trainees to increase understanding and
prevent incidents of sexual harassment. It shall also
conduct the investigation of the alleged cases
constituting sexual harassment.
In the case of a work-related environment, the
committee shall be composed of at least one (1)
representative each from the management, the union,
if any, the employees from the supervisory rank, and
from the rank and file employees.
In the case of the educational or training
institution, the committee shall be composed of at
least one (1) representative from the administration,
the trainors, teachers, instructors, professors or
coaches and students or trainees, as the case maybe.
"The employer or head of office, educational or
training institution shall disseminate or post a copy of
this Act for the information of all concerned.
Sec. 5. Liability of the Employer, Head of Office,
Educational or Training Institution. The employer or
head of office, educational training institution shall be
solidarily liable for damage arising from the acts of
sexual harassment committed in the employment,
education or training environment if the employer or
head of office, educational or training institution is
informed of such acts by the offended party and no
immediate action is taken thereon.
Sec. 6. Independent Action for Damages.
Nothing in this Act shall preclude the victim of work,
education or training-related sexual harassment from
instituting a separate and independent action for
damages and other affirmative relief.
Sec. 7. Penalties. Any person who violates the
provisions of this Act shall, upon conviction, be
penalized by imprisonment of not less than one (1)
month nor more than six (6) months, or a fine of not
less than Ten thousand pesos (P10,000) nor more
than Twenty thousand pesos (P20,000), or both such
fine and imprisonment at the discretion of the court.
Duman / Labor I / Prof. Battad / Page 133
 LABOR LAW 1 REVIEWER

Any action arising from the violation of the

provision of this Act shall prescribe in three (3) years.

Sec. 8. Separability Clause If any portion or

provision of this Act is declared void and
unconstitutional, the remaining portions or provisions
hereof shall not be affected by such declaration.

Sec.9. Repealing Clause. All laws, decrees,

orders, rules and regulations, other issuances, or
parts thereof inconsistent with the provisions of this
Act are hereby repealed or modified accordingly.

Sec.10. Effectivity Clause. This Act shall take

effect fifteen (15) days after its complete publication in
at least two (2) national newspaper of general
circulation.
Renato S. Gatbonton v. NLRC, et
Libres v. NLRC, 307 SCRA 675 al., 479 SCRA 416 (2006)
(1999)

2. Minors

Reference: Art.s 139-140; Omnibus Rules, Book

III, Rule XII, Secs. 2-3; Special Protection of Children Act of
2003 (RA 7610, as amended by RA 9231); ILO Convention
No.182 and ILO Recommendation No. 190

Philippine Aelous
United Corp. v. NLRC, 331SCRA 237 (2000)
EMPLOYMENT OF MINORS
Automotive ART. 139. Minimum employable age. - (a) No child below
fifteen (15) years of age shall be employed, except when he
works directly under the sole responsibility of his parents or
guardian, and his employment does not in any way interfere
with his schooling.

(b) Any person between fifteen (15) and eighteen (18) years
of age may be employed for such number of hours and such
periods of the day as determined by the Secretary of Labor
and Employment in appropriate regulations.

(c) The foregoing provisions shall in no case allow the

employment of a person below eighteen (18) years of age in
an undertaking which is hazardous or deleterious in nature
as determined by the Secretary of Labor and Employment.

Duman / Labor I / Prof. Battad / Page 134

 LABOR LAW 1 REVIEWER
ART. 140. Prohibition against child discrimination. - No
employer shall discriminate against any person in respect to
terms and conditions of employment on account of his age.
SECTION 2. Employable age. Children below fifteen (15)
years of age may be allowed to work under the direct
responsibility of their parents or guardians in any non-
hazardous undertaking where the work will not in any way
interfere with their schooling. In such cases, the children
shall not be considered as employees of the employers or
their parents or guardians.
SECTION 3. Eligibility for employment. Any person of
either sex, between 15 and 18 years of age, may be
employed in any non-hazardous work. No employer shall
discriminate against such person in regard to terms and
conditions of employment on account of his age.
For purposes of this Rule, a non-hazardous work or
undertaking shall mean any work or activity in which the
employee is not exposed to any risk which constitutes an
imminent danger to his safety and health. The Secretary of
Labor and Employment shall from time to time publish a list
of hazardous work and activities in which persons 18 years
of age and below cannot be employed.
Republic of the Philippines
Congress of the Philippines
Metro Manila
Twelfth Congress
Third Regular Session
Begun and held in Metro Manila, on Monday, the
twenty-eighth day of July, two thousand three.
Republic Act No. 9231 December 19, 2003
AN ACT PROVIDING FOR THE ELIMINATION OF
THE WORST FORMS OF CHILD LABOR AND
AFFORDING STRONGER PROTECTION FOR THE
WORKING CHILD, AMENDING FOR THIS
PURPOSE REPUBLIC ACTNO. 7610, AS
AMENDED, OTHERWISE KNOWN AS THE
"SPECIAL PROTECTION OF CHILDREN AGAINST
CHILD ABUSE, EXPLOITATION AND
DISCRIMINATION ACT"
Be it enacted by the Senate and the House of
Representatives of the Philippines in Congress
assembled:
Section 1. Section 2 of Republic Act No. 7610, as
amended, otherwise known as the "Special Protection
of Children Against Child Abuse, Exploitation and
Discrimination Act", is hereby amended to read as
follows:
"Sec. 2. Declaration of State Policy and Principles. - It
is hereby declared to be the policy of the State to
provide special protection to children from all forms of
abuse, neglect, cruelty, exploitation and
discrimination, and other conditions prejudicial to their
development including child labor and its worst forms;
provide sanctions for their commission and carry out a
program for prevention and deterrence of and crisis
intervention in situations of child abuse, exploitation
and discrimination. The State shall intervene on
behalf of the child when the parent, guardian, teacher
or person having care or custody of the child fails or is
unable to protect the child against abuse, exploitation
and discrimination or when such acts against the child
are committed by the said parent, guardian, teacher
or person having care and custody of the same.
"It shall be the policy of the State to protect and
rehabilitate children gravely threatened or
endangered by circumstances which affect or will
affect their survival and normal development and over
which they have no control.
"The best interests of children shall be the paramount
consideration in all actions concerning them, whether
undertaken by public or private social welfare
institutions, courts of law, administrative authorities,
and legislative bodies, consistent with the principle of
First Call for Children as enunciated in the United
Nations Convention on the Rights of the Child. Every
effort shall be exerted to promote the welfare of
children and enhance their opportunities for a useful
and happy life."
Section 2. Section 12 of the same Act, as amended,
is hereby further amended to read as follows:
"Sec. 2. Employment of Children - Children below
fifteen (15) years of age shall not be employed
except:
"1) When a child works directly under the sole
responsibility of his/her parents or legal guardian and
where only members of his/her family are employed:
Provided, however, That his/her employment neither
endangers his/her life, safety, health, and morals, nor
impairs his/her normal development: Provided,
further, That the parent or legal guardian shall provide
the said child with the prescribed primary and/or
secondary education; or
"2) Where a child's employment or participation in
public entertainment or information through cinema,
theater, radio, television or other forms of media is
essential: Provided, That the employment contract is
concluded by the child's parents or legal guardian,
with the express agreement of the child concerned, if
possible, and the approval of the Department of Labor
and Employment: Provided, further, That the following
requirements in all instances are strictly complied
with:
"(a) The employer shall ensure the protection, health,
safety, morals and normal development of the child;
"(b) The employer shall institute measures to prevent
the child's exploitation or discrimination taking into
account the system and level of remuneration, and
the duration and arrangement of working time; and
"(c) The employer shall formulate and implement,
subject to the approval and supervision of competent
Duman / Labor I / Prof. Battad / Page 135
 LABOR LAW 1 REVIEWER
authorities, a continuing program for training and skills
acquisition of the child.
"In the above-exceptional cases where any such child
may be employed, the employer shall first secure,
before engaging such child, a work permit from the
Department of Labor and Employment which shall
ensure observance of the above requirements.
"For purposes of this Article, the term "child" shall
apply to all persons under eighteen (18) years of
age."
Section 3. The same Act, as amended, is hereby
further amended by adding new sections to be
denominated as Sections 12-A, 12-B, 12-C, and 12-D
to read as follows:
"Sec. 2-A. Hours of Work of a Working Child. - Under
the exceptions provided in Section 12 of this Act, as
amended:
"(1) A child below fifteen (15) years of age may be
allowed to work for not more than twenty (20) hours a
week: Provided, That the work shall not be more than
four (4) hours at any given day;
"(2) A child fifteen (15) years of age but below
eighteen (18) shall not be allowed to work for more
than eight (8) hours a day, and in no case beyond
forty (40) hours a week;
"(3) No child below fifteen (15) years of age shall be
allowed to work between eight o'clock in the evening
and six o'clock in the morning of the following day and
no child fifteen (15) years of age but below eighteen
(18) shall be allowed to work between ten o'clock in
the evening and six o'clock in the morning of the
following day."
"Sec. 12-B. Ownership, Usage and Administration of
the Working Child's Income. - The wages, salaries,
earnings and other income of the working child shall
belong to him/her in ownership and shall be set aside
primarily for his/her support, education or skills
acquisition and secondarily to the collective needs of
the family: Provided, That not more than twenty
percent (20%) of the child's income may be used for
the collective needs of the family.
"The income of the working child and/or the property
acquired through the work of the child shall be
administered by both parents. In the absence or
incapacity of either of the parents, the other parent
shall administer the same. In case both parents are
absent or incapacitated, the order of preference on
parental authority as provided for under the Family
Code shall apply.
"Sec. 12-C. Trust Fund to Preserve Part of the
Working Child's Income. - The parent or legal
guardian of a working child below eighteen (18) years
of age shall set up a trust fund for at least thirty
percent (30%) of the earnings of the child whose
wages and salaries from work and other income
amount to at least two hundred thousand pesos
(P200,000.00) annually, for which he/she shall render
a semi-annual accounting of the fund to the
Department of Labor and Employment, in compliance
with the provisions of this Act. The child shall have full
control over the trust fund upon reaching the age of
majority.
"Sec. 12-D. Prohibition Against Worst Forms of Child
Labor. - No child shall be engaged in the worst forms
of child labor. The phrase "worst forms of child labor"
shall refer to any of the following:
"(1) All forms of slavery, as defined under the "Anti-
trafficking in Persons Act of 2003", or practices similar
to slavery such as sale and trafficking of children,
debt bondage and serfdom and forced or compulsory
labor, including recruitment of children for use in
armed conflict; or
"(2) The use, procuring, offering or exposing of a child
for prostitution, for the production of pornography or
for pornographic performances; or
"(3) The use, procuring or offering of a child for illegal
or illicit activities, including the production and
trafficking of dangerous drugs and volatile substances
prohibited under existing laws; or
"(4) Work which, by its nature or the circumstances in
which it is carried out, is hazardous or likely to be
harmful to the health, safety or morals of children,
such that it:
"a) Debases, degrades or demeans the intrinsic worth
and dignity of a child as a human being; or
"b) Exposes the child to physical, emotional or sexual
abuse, or is found to be highly stressful
psychologically or may prejudice morals; or
"c) Is performed underground, underwater or at
dangerous heights; or
"d) Involves the use of dangerous machinery,
equipment and tools such as power-driven or
explosive power-actuated tools; or
"e) Exposes the child to physical danger such as, but
not limited to the dangerous feats of balancing,
physical strength or contortion, or which requires the
manual transport of heavy loads; or
"f) Is performed in an unhealthy environment exposing
the child to hazardous working conditions, elements,
substances, co-agents or processes involving
ionizing, radiation, fire, flammable substances,
noxious components and the like, or to extreme
temperatures, noise levels, or vibrations; or
"g) Is performed under particularly difficult conditions;
or
"h) Exposes the child to biological agents such as
bacteria, fungi, viruses, protozoans, nematodes and
other parasites; or
Duman / Labor I / Prof. Battad / Page 136
 LABOR LAW 1 REVIEWER
"i) Involves the manufacture or handling of explosives
and other pyrotechnic products."
Section 4. Section 13 of the same Act is hereby
amended to read as follows:
"Sec. 13. Access to Education and Training for
Working Children - "a) No child shall be deprived of
formal or non-formal education. In all cases of
employment allowed in this Act, the employer shall
provide a working child with access to at least primary
and secondary education.
"b) To ensure and guarantee the access of the
working child to education and training, the
Department of Education (DEPED) shall: (1)
formulate, promulgate, and implement relevant and
effective course designs and educational programs;
(2) conduct the necessary training for the
implementation of the appropriate curriculum for the
purpose; (3) ensure the availability of the needed
educational facilities and materials; and (4) conduct
continuing research and development program for the
necessary and relevant alternative education of the
working child.
"c) The DEPED shall promulgate a course design
under its non-formal education program aimed at
promoting the intellectual, moral and vocational
efficiency of working children who have not
undergone or finished elementary or secondary
education. Such course design shall integrate the
learning process deemed most effective under given
circumstances."
Section 5. Section 14 of the same Act is hereby
amended to read as follows:
"Sec. 14. Prohibition on the Employment of Children
in Certain Advertisements. - No child shall be
employed as a model in any advertisement directly or
indirectly promoting alcoholic beverages, intoxicating
drinks, tobacco and its byproducts, gambling or any
form of violence or pornography."
Section 6. Section 16 of the same Act, is hereby
amended to read as follows:
"Sec. 16. Penal Provisions -
"a) Any employer who violates Sections 12, 12-A, and
Section 14 of this act, as amended, shall be penalized
by imprisonment of six (6) months and one (1) day to
six (6) years or a fine of not less than Fifty thousand
pesos (P50,000.00) but not more than Three hundred
thousand pesos (P300,000.00) or both at the
discretion of the court.
"b) Any person who violates the provision of Section
12-D of this act or the employer of the subcontractor
who employs, or the one who facilitates the
employment of a child in hazardous work, shall suffer
the penalty of a fine of not less than One hundred
thousand pesos (P100,000.00) but not more than One
million pesos (P1,000,000.00), or imprisonment of not
less than twelve (12) years and one (1) day to twenty
(20) years, or both such fine and imprisonment at the
discretion of the court.
"c) Any person who violates Sections 12-D(1) and 12-
D(2) shall be prosecuted and penalized in accordance
with the penalty provided for by R. A. 9208 otherwise
known as the "Anti-trafficking in Persons Act of 2003":
Provided, That Such penalty shall be imposed in its
maximum period.
"d) Any person who violates Section 12-D (3) shall be
prosecuted and penalized in accordance with R.A.
9165, otherwise known as the "Comprehensive
Dangerous Drugs Act of 2002"; Provided, That such
penalty shall be imposed in its maximum period.
"e) If a corporation commits any of the violations
aforecited, the board of directors/trustees and officers,
which include the president, treasurer and secretary
of the said corporation who participated in or
knowingly allowed the violation, shall be penalized
accordingly as provided for under this Section.
"f) Parents, biological or by legal fiction, and legal
guardians found to be violating Sections 12, 12-A, 12-
B and 12-C of this Act shall pay a fine of not less than
Ten thousand pesos (P10,000.00) but not more than
One hundred thousand pesos (P100,000.00), or be
required to render community service for not less than
thirty (30) days but not more than one (1) year, or
both such fine and community service at the
discretion of the court: Provided, That the maximum
length of community service shall be imposed on
parents or legal guardians who have violated the
provisions of this Act three (3) times; Provided,
further, That in addition to the community service, the
penalty of imprisonment of thirty (30) days but not
more than one (1) year or both at the discretion of the
court, shall be imposed on the parents or legal
guardians who have violated the provisions of this Act
more than three (3) times.
"g) The Secretary, of Labor and Employment or
his/her duly authorized representative may, after due
notice and hearing, order the closure of any business
firm or establishment found to have violated any of
the provisions of this Act more than three (3) times.
He/she shall likewise order the immediate closure of
such firm or establishment if:
"(1) The violation of any provision of this Act has
resulted in the death, insanity or serious physical
injury of a child employed in such establishment; or
"(2) Such firm or establishment is engaged or
employed in prostitution or in obscene or lewd shows.
"h) In case of such closure, the employer shall be
required to pay the employee(s) the separation pay
and other monetary benefits provided for by law."
Section 7. The same Act is hereby further amended
by adding a new section to be denominated as
Section 16-A, to read as follows:
Duman / Labor I / Prof. Battad / Page 137
 LABOR LAW 1 REVIEWER
"Sec. 16-A. Trust Fund from Fines and Penalties -
The fine imposed by the court shall be treated as a
Trust Fund, administered by the Department of Labor
and Employment and disbursed exclusively for the
needs, including the costs of rehabilitation and
reintegration into the mainstream of society of the
working children who are victims of the violations of
this Act, and for the programs and projects that will
prevent acts of child labor."
Section 8. Section 27 of the same Act is hereby
amended to read as follows:
"Sec. 27. Who May File a Complaint - Complaints on
cases of unlawful acts committed against children as
enumerated herein may be filed by the following:
"(a) Offended party;
"(b) Parents or guardians;
"(c) Ascendant or collateral relative within the third
degree of consanguinity;
"(d) Officer, social worker or representative of a
licensed child-caring institution;
"(e) Officer or social worker of the Department of
Social Welfare and Development;
"(f) Barangay chairman of the place where the
violation occurred, where the child is residing or
employed; or
"(g) At least three (3) concerned, responsible citizens
where the violation occurred."
Section 9. The same Act is hereby further amended
by adding new sections to Section 16 to be
denominated as Sections 16-A, 16-B and 16-C to
read as follows:
"Sec. 16-A. Jurisdiction - The family courts shall have
original jurisdiction over all cases involving offenses
punishable under this Act: Provided, That in cities or
provinces where there are no family courts yet, the
regional trial courts and the municipal trial courts shall
have concurrent jurisdiction depending on the
penalties prescribed for the offense charged.
"The preliminary investigation of cases filed under this
Act shall be terminated within a period of thirty (30)
days from the date of filing.
"If the preliminary investigation establishes a prima
facie case, then the corresponding information shall
be filed in court within forty eight (48) hours from the
termination of the investigation.
"Trial of cases under this Act shall be terminated by
the court not later than ninety (90) days from the date
of filing of information. Decision on said cases shall
be rendered within a period of fifteen (15) days from
the date of submission of the case.
"Sec. 15. Exemptions from Filing Fees. - When the
victim of child labor institutes a separate civil action
for the recovery of civil damages, he/she shall be
exempt from payment of filing fees.
"Sec. 16-C. Access to Immediate Legal, Medical and
Psycho-Social Services - The working child shall have
the right to free legal, medical and psycho-social
services to be provided by the State."
Section 10. Implementing Rules and Regulations -
The Secretary of Labor and Employment, in
coordination with the Committees on Labor and
Employment of both Houses of Congress, shall issue
the necessary Implementing Rules and Regulations
(IRR) to effectively implement the provisions of this
Act, in consultation with concerned public and private
sectors, within sixty (60) days from the effectivity of
this Act.
Such rules and regulations shall take effect upon their
publication in two (2) national newspapers of general
circulation.
Section 11. Separability Clause. - If any provision of
this Act is declared invalid or unconstitutional, the
validity of the remaining provisions hereof shall
remain in full force and effect.
Section 12. Repealing Clause. - All laws, decrees, or
rules inconsistent with the provisions of this Act are
hereby repealed or modified accordingly.
Section 13. Effectivity. - This Act shall take effect
fifteen (15) days from the date of its complete
publication in the Official Gazette or in at least two (2)
national newspapers of general circulation.
C182 Worst Forms of Child Labour Convention,
1999
Convention concerning the Prohibition and Immediate
Action for the Elimination of the Worst Forms of Child
Labour (Note: Date of coming into force: 19:11:2000)
Convention:C182
Place:Geneva
Session of the Conference:87
Date of adoption:17:06:1999
Subject classification: Elimination of Child Labour
Subject classification: Children and Young Persons
Subject: Elimination of Child Labour and
Protection of Children and Young Persons
The General Conference of the International Labour
Organization,
Having been convened at Geneva by the Governing
Body of the International Labour Office, and having
met in its 87th Session on 1 June 1999, and
Considering the need to adopt new instruments for
the prohibition and elimination of the worst forms of
child labour, as the main priority for national and
international action, including international
Duman / Labor I / Prof. Battad / Page 138
 LABOR LAW 1 REVIEWER
cooperation and assistance, to complement the
Convention and the Recommendation concerning
Minimum Age for Admission to Employment, 1973,
which remain fundamental instruments on child
labour, and
Considering that the effective elimination of the worst
forms of child labour requires immediate and
comprehensive action, taking into account the
importance of free basic education and the need to
remove the children concerned from all such work
and to provide for their rehabilitation and social
integration while addressing the needs of their
families, and
Recalling the resolution concerning the elimination of
child labour adopted by the International Labour
Conference at its 83rd Session in 1996, and
Recognizing that child labour is to a great extent
caused by poverty and that the long-term solution lies
in sustained economic growth leading to social
progress, in particular poverty alleviation and
universal education, and
Recalling the Convention on the Rights of the Child
adopted by the United Nations General Assembly on
20 November 1989, and
Recalling the ILO Declaration on Fundamental
Principles and Rights at Work and its Follow-up,
adopted by the International Labour Conference at its
86th Session in 1998, and
Recalling that some of the worst forms of child labour
are covered by other international instruments, in
particular the Forced Labour Convention, 1930, and
the United Nations Supplementary Convention on the
Abolition of Slavery, the Slave Trade, and Institutions
and Practices Similar to Slavery, 1956, and
Having decided upon the adoption of certain
proposals with regard to child labour, which is the
fourth item on the agenda of the session, and
Having determined that these proposals shall take the
form of an international Convention;
adopts this seventeenth day of June of the year one
thousand nine hundred and ninety-nine the following
Convention, which may be cited as the Worst Forms
of Child Labour Convention, 1999.
Article 1
Each Member which ratifies this Convention shall take
immediate and effective measures to secure the
prohibition and elimination of the worst forms of child
labour as a matter of urgency.
Article 2
For the purposes of this Convention, the term child
shall apply to all persons under the age of 18.
Article 3
For the purposes of this Convention, the term the
worst forms of child labour comprises:
(a) all forms of slavery or practices similar to slavery,
such as the sale and trafficking of children, debt
bondage and serfdom and forced or compulsory
labour, including forced or compulsory recruitment of
children for use in armed conflict;
(b) the use, procuring or offering of a child for
prostitution, for the production of pornography or for
pornographic performances;
(c) the use, procuring or offering of a child for illicit
activities, in particular for the production and
trafficking of drugs as defined in the relevant
international treaties;
(d) work which, by its nature or the circumstances in
which it is carried out, is likely to harm the health,
safety or morals of children.
Article 4
1. The types of work referred to under Article 3(d)
shall be determined by national laws or regulations or
by the competent authority, after consultation with the
organizations of employers and workers concerned,
taking into consideration relevant international
standards, in particular Paragraphs 3 and 4 of the
Worst Forms of Child Labour Recommendation, 1999.
2. The competent authority, after consultation with the
organizations of employers and workers concerned,
shall identify where the types of work so determined
exist.
3. The list of the types of work determined under
paragraph 1 of this Article shall be periodically
examined and revised as necessary, in consultation
with the organizations of employers and workers
concerned.
Article 5
Each Member shall, after consultation with employers'
and workers' organizations, establish or designate
appropriate mechanisms to monitor the
implementation of the provisions giving effect to this
Convention.
Article 6
1. Each Member shall design and implement
programmes of action to eliminate as a priority the
worst forms of child labour.
2. Such programmes of action shall be designed and
implemented in consultation with relevant government
institutions and employers' and workers'
organizations, taking into consideration the views of
other concerned groups as appropriate.
Duman / Labor I / Prof. Battad / Page 139
 LABOR LAW 1 REVIEWER
Article 7
1. Each Member shall take all necessary measures to
ensure the effective implementation and enforcement
of the provisions giving effect to this Convention
including the provision and application of penal
sanctions or, as appropriate, other sanctions.
2. Each Member shall, taking into account the
importance of education in eliminating child labour,
take effective and time-bound measures to:
(a) prevent the engagement of children in the worst
forms of child labour;
(b) provide the necessary and appropriate direct
assistance for the removal of children from the worst
forms of child labour and for their rehabilitation and
social integration;
(c) ensure access to free basic education, and,
wherever possible and appropriate, vocational
training, for all children removed from the worst forms
of child labour;
(d) identify and reach out to children at special risk;
and
(e) take account of the special situation of girls.
3. Each Member shall designate the competent
authority responsible for the implementation of the
provisions giving effect to this Convention.
Article 8
Members shall take appropriate steps to assist one
another in giving effect to the provisions of this
Convention through enhanced international
cooperation and/or assistance including support for
social and economic development, poverty
eradication programmes and universal education.
Article 9
The formal ratifications of this Convention shall be
communicated to the Director-General of the
International Labour Office for registration.
Article 10
1. This Convention shall be binding only upon those
Members of the International Labour Organization
whose ratifications have been registered with the
Director-General of the International Labour Office.
2. It shall come into force 12 months after the date on
which the ratifications of two Members have been
registered with the Director-General.
3. Thereafter, this Convention shall come into force
for any Member 12 months after the date on which its
ratification has been registered.
Article 11
1. A Member which has ratified this Convention may
denounce it after the expiration of ten years from the
date on which the Convention first comes into force,
by an act communicated to the Director-General of
the International Labour Office for registration. Such
denunciation shall not take effect until one year after
the date on which it is registered.
2. Each Member which has ratified this Convention
and which does not, within the year following the
expiration of the period of ten years mentioned in the
preceding paragraph, exercise the right of
denunciation provided for in this Article, will be bound
for another period of ten years and, thereafter, may
denounce this Convention at the expiration of each
period of ten years under the terms provided for in
this Article.
Article 12
1. The Director-General of the International Labour
Office shall notify all Members of the International
Labour Organization of the registration of all
ratifications and acts of denunciation communicated
by the Members of the Organization.
2. When notifying the Members of the Organization of
the registration of the second ratification, the Director-
General shall draw the attention of the Members of
the Organization to the date upon which the
Convention shall come into force.
Article 13
The Director-General of the International Labour
Office shall communicate to the Secretary-General of
the United Nations, for registration in accordance with
article 102 of the Charter of the United Nations, full
particulars of all ratifications and acts of denunciation
registered by the Director-General in accordance with
the provisions of the preceding Articles.
Article 14
At such times as it may consider necessary, the
Governing Body of the International Labour Office
shall present to the General Conference a report on
the working of this Convention and shall examine the
desirability of placing on the agenda of the
Conference the question of its revision in whole or in
part.
Article 15
1. Should the Conference adopt a new Convention
revising this Convention in whole or in part, then,
unless the new Convention otherwise provides --
(a) the ratification by a Member of the new revising
Convention shall ipso jure involve the immediate
denunciation of this Convention, notwithstanding the
provisions of Article 11 above, if and when the new
revising Convention shall have come into force;
Duman / Labor I / Prof. Battad / Page 140
 LABOR LAW 1 REVIEWER
(b) as from the date when the new revising
Convention comes into force, this Convention shall
cease to be open to ratification by the Members.
2. This Convention shall in any case remain in force in
its actual form and content for those Members which
have ratified it but have not ratified the revising
Convention.
Article 16
The English and French versions of the text of this
Convention are equally authoritative.
R190 Worst Forms of Child Labour
Recommendation, 1999
Recommendation concerning the prohibition and
immediate action for the elimination of the worst forms
of child labour
Place:Geneva
Session of the Conference:87
Date of adoption:17:06:1999
Subject classification: Elimination of Child Labour
Subject classification: Children and Young Persons
Subject: Elimination of Child Labour and
Protection of Children and Young Persons
The General Conference of the International Labour
Organization,
Having been convened at Geneva by the Governing
Body of the International Labour Office, and having
met in its Eighty-seventh Session on 1 June 1999,
and
Having adopted the Worst Forms of Child Labour
Convention, 1999, and
Having decided upon the adoption of certain
proposals with regard to child labour, which is the
fourth item on the agenda of the session, and
Having determined that these proposals shall take the
form of a Recommendation supplementing the Worst
Forms of Child Labour Convention, 1999;
adopts this seventeenth day of June of the year one
thousand nine hundred and ninety-nine the following
Recommendation, which may be cited as the Worst
Forms of Child Labour Recommendation, 1999.
1. The provisions of this Recommendation
supplement those of the Worst Forms of Child Labour
Convention, 1999 (hereafter referred to as "the
Convention"), and should be applied in conjunction
with them.
I. Programmes of action
2. The programmes of action referred to in Article 6 of
the Convention should be designed and implemented
as a matter of urgency, in consultation with relevant
government institutions and employers' and workers'
organizations, taking into consideration the views of
the children directly affected by the worst forms of
child labour, their families and, as appropriate, other
concerned groups committed to the aims of the
Convention and this Recommendation. Such
programmes should aim at, inter alia:
(a) identifying and denouncing the worst forms of child
labour;
(b) preventing the engagement of children in or
removing them from the worst forms of child labour,
protecting them from reprisals and providing for their
rehabilitation and social integration through measures
which address their educational, physical and
psychological needs;
(c) giving special attention to:
(i) younger children;
(ii) the girl child;
(iii) the problem of hidden work situations, in which
girls are at special risk;
(iv) other groups of children with special vulnerabilities
or needs;
(d) identifying, reaching out to and working with
communities where children are at special risk;
(e) informing, sensitizing and mobilizing public opinion
and concerned groups, including children and their
families.
II. Hazardous work
3. In determining the types of work referred to under
Article 3(d) of the Convention, and in identifying
where they exist, consideration should be given, inter
alia, to:
(a) work which exposes children to physical,
psychological or sexual abuse;
(b) work underground, under water, at dangerous
heights or in confined spaces;
(c) work with dangerous machinery, equipment and
tools, or which involves the manual handling or
transport of heavy loads;
(d) work in an unhealthy environment which may, for
example, expose children to hazardous substances,
agents or processes, or to temperatures, noise levels,
or vibrations damaging to their health;
(e) work under particularly difficult conditions such as
work for long hours or during the night or work where
the child is unreasonably confined to the premises of
the employer.
Duman / Labor I / Prof. Battad / Page 141
 LABOR LAW 1 REVIEWER
4. For the types of work referred to under Article 3(d)
of the Convention and Paragraph 3 above, national
laws or regulations or the competent authority could,
after consultation with the workers' and employers'
organizations concerned, authorize employment or
work as from the age of 16 on condition that the
health, safety and morals of the children concerned
are fully protected, and that the children have
received adequate specific instruction or vocational
training in the relevant branch of activity.
III. Implementation
5. (1) Detailed information and statistical data on the
nature and extent of child labour should be compiled
and kept up to date to serve as a basis for
determining priorities for national action for the
abolition of child labour, in particular for the prohibition
and elimination of its worst forms as a matter of
urgency.
(2) As far as possible, such information and statistical
data should include data disaggregated by sex, age
group, occupation, branch of economic activity, status
in employment, school attendance and geographical
location. The importance of an effective system of
birth registration, including the issuing of birth
certificates, should be taken into account.
(3) Relevant data concerning violations of national
provisions for the prohibition and elimination of the
worst forms of child labour should be compiled and
kept up to date.
6. The compilation and processing of the information
and data referred to in Paragraph 5 above should be
carried out with due regard for the right to privacy.
7. The information compiled under Paragraph 5 above
should be communicated to the International Labour
Office on a regular basis.
8. Members should establish or designate appropriate
national mechanisms to monitor the implementation of
national provisions for the prohibition and elimination
of the worst forms of child labour, after consultation
with employers' and workers' organizations.
9. Members should ensure that the competent
authorities which have responsibilities for
implementing national provisions for the prohibition
and elimination of the worst forms of child labour
cooperate with each other and coordinate their
activities.
10. National laws or regulations or the competent
authority should determine the persons to be held
responsible in the event of non-compliance with
national provisions for the prohibition and elimination
of the worst forms of child labour.
11. Members should, in so far as it is compatible with
national law, cooperate with international efforts
aimed at the prohibition and elimination of the worst
forms of child labour as a matter of urgency by:
(a) gathering and exchanging information concerning
criminal offences, including those involving
international networks;
(b) detecting and prosecuting those involved in the
sale and trafficking of children, or in the use,
procuring or offering of children for illicit activities, for
prostitution, for the production of pornography or for
pornographic performances;
(c) registering perpetrators of such offences.
12. Members should provide that the following worst
forms of child labour are criminal offences:
(a) all forms of slavery or practices similar to slavery,
such as the sale and trafficking of children, debt
bondage and serfdom and forced or compulsory
labour, including forced or compulsory recruitment of
children for use in armed conflict;
(b) the use, procuring or offering of a child for
prostitution, for the production of pornography or for
pornographic performances; and
(c) the use, procuring or offering of a child for illicit
activities, in particular for the production and
trafficking of drugs as defined in the relevant
international treaties, or for activities which involve the
unlawful carrying or use of firearms or other weapons.
13. Members should ensure that penalties including,
where appropriate, criminal penalties are applied for
violations of the national provisions for the prohibition
and elimination of any type of work referred to in
Article 3(d) of the Convention.
14. Members should also provide as a matter of
urgency for other criminal, civil or administrative
remedies, where appropriate, to ensure the effective
enforcement of national provisions for the prohibition
and elimination of the worst forms of child labour,
such as special supervision of enterprises which have
used the worst forms of child labour, and, in cases of
persistent violation, consideration of temporary or
permanent revoking of permits to operate.
15. Other measures aimed at the prohibition and
elimination of the worst forms of child labour might
include the following:
(a) informing, sensitizing and mobilizing the general
public, including national and local political leaders,
parliamentarians and the judiciary;
(b) involving and training employers' and workers'
organizations and civic organizations;
(c) providing appropriate training for the government
officials concerned, especially inspectors and law
enforcement officials, and for other relevant
professionals;
(d) providing for the prosecution in their own country
of the Member's nationals who commit offences under
Duman / Labor I / Prof. Battad / Page 142
 LABOR LAW 1 REVIEWER
its national provisions for the prohibition and
immediate elimination of the worst forms of child
labour even when these offences are committed in
another country;
(e) simplifying legal and administrative procedures
and ensuring that they are appropriate and prompt;
(f) encouraging the development of policies by
undertakings to promote the aims of the Convention;
(g) monitoring and giving publicity to best practices on
the elimination of child labour;
(h) giving publicity to legal or other provisions on child
labour in the different languages or dialects;
(i) establishing special complaints procedures and
making provisions to protect from discrimination and
reprisals those who legitimately expose violations of
the provisions of the Convention, as well as
establishing helplines or points of contact and
ombudspersons;
(j) adopting appropriate measures to improve the
educational infrastructure and the training of teachers
to meet the needs of boys and girls;
(k) as far as possible, taking into account in national
programmes of action:
(i) the need for job creation and vocational training for
the parents and adults in the families of children
working in the conditions covered by the Convention;
and
(ii) the need for sensitizing parents to the problem of
children working in such conditions.
16. Enhanced international cooperation and/or
assistance among Members for the prohibition and
effective elimination of the worst forms of child labour
should complement national efforts and may, as
appropriate, be developed and implemented in
consultation with employers' and workers'
organizations. Such international cooperation and/or
assistance should include:
(a) mobilizing resources for national or international
programmes;
(b) mutual legal assistance;
(c) technical assistance including the exchange of
information;
(d) support for social and economic development,
poverty eradication programmes and universal
education.
a. Minors under the Constitution, Art. II, Sec. 13
Section 13. The State recognizes the vital role of the
youth in nation-building and shall promote and protect
their physical, moral, spiritual, intellectual, and social
well-being. It shall inculcate in the youth patriotism
and nationalism, and encourage their involvement in
public and civic affairs.
b. Coverage, RA 9231, Sec. 2, par. 3 on Sec.
12; Book III, Rule XII, Sec. 1
(See Above)
c. Employment of Children, Art. 139; RA 7610,
Sec. 12-16; DOLE Memo Circular No. 2, S 1998 Re;
Hazardous and Non-Hazardous Establishments
RA 7610
ARTICLE VIII
Working Children
Section 12. Employment of Children. - Children
below fifteen (15) years of age may be employed
except:
(1) When a child works directly under the
sole responsibility of his parents or legal
guardian and where only members of the
employer's family are employed: Provided,
however, That his employment neither
endangers his life, safety and health and
morals, nor impairs his normal development:
Provided, further, That the parent or legal
guardian shall provide the said minor child
with the prescribed primary and/or
secondary education; or
(2) When a child's employment or
participation in public & entertainment or
information through cinema, theater, radio or
television is essential: Provided, The
employment contract concluded by the
child's parent or guardian, with the express
agreement of the child concerned, if
possible, and the approval of the Department
of Labor and Employment: Provided, That
the following requirements in all instances
are strictly complied with:
(a) The employer shall ensure the protection,
health, safety and morals of the child;
(b) the employer shall institute measures to
prevent the child's exploitation or
discrimination taking into account the system
and level of remuneration, and the duration
and arrangement of working time; and;
(c) The employer shall formulate and
implement, subject to the approval and
supervision of competent authorities, a
continuing program for training and skill
acquisition of the child.
In the above exceptional cases where any such child
may be employed, the employer shall first secure,
before engaging such child, a work permit from the
Department of Labor and Employment which shall
ensure observance of the above requirement.
Duman / Labor I / Prof. Battad / Page 143
 LABOR LAW 1 REVIEWER
The Department of Labor Employment shall
promulgate rules and regulations necessary for the
effective implementation of this Section.
Section 13. Non-formal Education for Working
Children. - The Department of Education, Culture and
Sports shall promulgate a course design under its
non-formal education program aimed at promoting the
intellectual, moral and vocational efficiency of working
children who have not undergone or finished
elementary or secondary education. Such course
design shall integrate the learning process deemed
most effective under given circumstances.
Section 14. Prohibition on the Employment of
Children in Certain Advertisements. - No person shall
employ child models in all commercials or
advertisements promoting alcoholic beverages,
intoxicating drinks, tobacco and its byproducts and
violence.
Section 15. Duty of Employer. - Every employer shall
comply with the duties provided for in Articles 108 and
109 of Presidential Decree No. 603.
Section 16. Penalties. - Any person who shall violate
any provision of this Article shall suffer the penalty of
a fine of not less than One thousand pesos (P1,000)
but not more than Ten thousand pesos (P10,000) or
imprisonment of not less than three (3) months but
not more than three (3) years, or both at the discretion
of the court; Provided, That, in case of repeated
violations of the provisions of this Article, the
offender's license to operate shall be revoked.
d. Hours of Work, RA 9231, Sec. 3 on Sec. 12-a
e. Prohibitions Against Worst Forms of Child
Labor, Sec. 3 on Sec. 12-d; Sec 5 on sec. 14
f. Discrimination, Art. 140
g. Jurisdiction, Sec. 9 on Sec. 16-A
Reading:
Del Rosario and Bonga, Issues and
Gaps Governing Child Labor, in Child Labor in the
Philippines, A Review of Selected Studies and Policy Papers,
pp. 178-183 (2000).
3. Househelpers/Caregivers
Reference: Arts. 141-152; Omnibus Rules, Book III, Rule
XIII
Chapter III
EMPLOYMENT OF HOUSEHELPERS
ART. 141. Coverage. - This Chapter shall apply to all persons
rendering services in households for compensation.
"Domestic or household service" shall mean service in the
employers home which is usually necessary or desirable for
the maintenance and enjoyment thereof and includes
ministering to the personal comfort and convenience of the
members of the employers household, including services of
family drivers.
ART. 142. Contract of domestic service. - The original
contract of domestic service shall not last for more than two
(2) years but it may be renewed for such periods as may be
agreed upon by the parties.
ART. 143. Minimum wage. - (a) Househelpers shall be paid
the following minimum wage rates:
(1) Eight hundred pesos (P800.00) a month for househelpers
in Manila, Quezon, Pasay, and Caloocan cities and
municipalities of Makati, San Juan, Mandaluyong,
Muntinlupa, Navotas, Malabon, Paraaque, Las Pias, Pasig,
Marikina, Valenzuela, Taguig and Pateros in Metro Manila
and in highly urbanized cities;
(2) Six hundred fifty pesos (P650.00) a month for those in
other chartered cities and first-class municipalities; and
(3) Five hundred fifty pesos (P550.00) a month for those in
other municipalities.
Provided, That the employers shall review the employment
contracts of their househelpers every three (3) years with
the end in view of improving the terms and conditions
thereof.
Provided, further, That those househelpers who are
receiving at least One thousand pesos (P1,000.00) shall be
covered by the Social Security System (SSS) and be entitled
to all the benefits provided thereunder. (As amended by
Republic Act No. 7655, August 19, 1993).
ART. 144. Minimum cash wage. - The minimum wage rates
prescribed under this Chapter shall be the basic cash wages
which shall be paid to the househelpers in addition to
lodging, food and medical attendance.
ART. 145. Assignment to non-household work. - No
househelper shall be assigned to work in a commercial,
industrial or agricultural enterprise at a wage or salary rate
lower than that provided for agricultural or non-agricultural
workers as prescribed herein.
ART. 146. Opportunity for education. - If the househelper is
under the age of eighteen (18) years, the employer shall
give him or her an opportunity for at least elementary
Duman / Labor I / Prof. Battad / Page 144
 LABOR LAW 1 REVIEWER

education. The cost of education shall be part of the
househelpers compensation, unless there is a stipulation to
the contrary.
ART. 147. Treatment of househelpers. - The employer shall
treat the househelper in a just and humane manner. In no
case shall physical violence be used upon the househelper.
ART. 148. Board, lodging, and medical attendance. - The
employer shall furnish the househelper, free of charge,
suitable and sanitary living quarters as well as adequate
food and medical attendance.
ART. 149. Indemnity for unjust termination of services. - If
the period of household service is fixed, neither the
employer nor the househelper may terminate the contract
before the expiration of the term, except for a just cause. If
the househelper is unjustly dismissed, he or she shall be
paid the compensation already earned plus that for fifteen
(15) days by way of indemnity.
If the househelper leaves without justifiable reason, he or
she shall forfeit any unpaid salary due him or her not
exceeding fifteen (15) days.
ART. 150. Service of termination notice. - If the duration of
the household service is not determined either in stipulation
or by the nature of the service, the employer or the
househelper may give notice to put an end to the
relationship five (5) days before the intended termination of
the service.
ART. 151. Employment certification. - Upon the severance of
the household service relation, the employer shall give the
househelper a written statement of the nature and duration
of the service and his or her efficiency and conduct as
househelper.
ART. 152. Employment record. - The employer may keep
such records as he may deem necessary to reflect the actual
terms and conditions of employment of his househelper,
which the latter shall authenticate by signature or
thumbmark upon request of the employer.
househelper, whether it be hourly, daily, weekly, or monthly,
or by piece or output basis.
SECTION 3. Children of househelpers. The children and
relatives of a househelper who live under the employer's
roof and who share the accommodations provided for the
househelpers by the employer shall not be deemed as
househelpers if they are not otherwise engaged as such and
are not required to perform any substantial household work.
SECTION 4. Employment contract. The initial contract for
household service shall not last for more than two (2) years.
However, such contract may be renewed from year to year.
SECTION 5. Minimum monthly wage. The minimum
compensation of househelpers shall not be less than the
following rates:
(a) Sixty pesos (P60.00) a month for those employed in the
cities of Manila, Quezon, Pasay and Caloocan, and in the
municipalities of Makati, San Juan, Mandaluyong,
Muntinlupa, Navotas, Malabon, Paraaque, Las Pias, Pasig
and Marikina, in the Province of Rizal.
(b) Forty-five pesos (P45.00) a month for those employed in
other chartered cities and first class municipalities; and
(c) Thirty pesos (P30.00) a month for those in other
municipalities.
SECTION 6. Equivalent daily rate. The equivalent
minimum daily wage rate of househelpers shall be
determined by dividing the applicable minimum monthly rate
by thirty (30) days.
SECTION 7. Payment by results. Where the method of
payment of wages agreed upon by the employer and the
househelper is by piece or output basis, the piece or output
rates shall be such as will assure the househelper of the
minimum monthly or the equivalent daily rate as provided in
this issuance.
SECTION 8. Minimum cash wage. The minimum wage
rates prescribed under this Rule shall be basic cash wages
which shall be paid to the househelpers in addition to
lodging, food and medical attendance.

SECTION 9. Time and manner of payment. Wages shall

be paid directly to the househelper to whom they are due at
least once a month. No deductions therefrom shall be made
by the employer unless authorized by the househelper
RULE XIII
himself or by existing laws.
Employment of Househelpers

SECTION 10. Assignment to non-household work. No

SECTION 1. General statement on coverage. (a) The
househelper shall be assigned to work in a commercial,
provisions of this Rule shall apply to all househelpers
industrial or agricultural enterprise at a wage or salary rate
whether employed on full or part-time basis.
lower than that provided for agricultural and non-agricultural
workers.
(b) The term "househelper" as used herein is synonymous to
the term "domestic servant" and shall refer to any person,
SECTION 11. Opportunity for education. If the
whether male or female, who renders services in and about
househelper is under the age of eighteen (18) years, the
the employer's home and which services are usually
employer shall give him or her an opportunity for at least
necessary or desirable for the maintenance and enjoyment
elementary education. The cost of such education shall be
thereof, and ministers exclusively to the personal comfort
part of the househelper's compensation, unless there is a
and enjoyment of the employer's family.
stipulation to the contrary.

SECTION 2. Method of payment not determinant. The

SECTION 12. Treatment of househelpers. The employer
provisions of this Rule shall apply irrespective of the method
shall treat the househelper in a just and humane manner. In
of payment of wages agreed upon by the employer and

Duman / Labor I / Prof. Battad / Page 145

 LABOR LAW 1 REVIEWER

no case shall physical violence be inflicted upon the

househelper. ART. 141. Coverage. - This Chapter shall apply to all persons
rendering services in households for compensation.
SECTION 13. Board, lodging and medical attendance. The
employer shall furnish the househelper free suitable and "Domestic or household service" shall mean service in the
sanitary living quarters as well as adequate food and medical employers home which is usually necessary or desirable for
attendance. the maintenance and enjoyment thereof and includes
ministering to the personal comfort and convenience of the
members of the employers household, including services of
SECTION 14. Indemnity for unjust termination of service.
family drivers.
If the period for household service is fixed, neither the
employer nor the househelper may terminate the contract
before the expiration of the term, except for a just cause. If c. Non-Household Work, Art. 145
the househelper is unjustly dismissed, he or she shall be
paid the compensation already earned plus that for fifteen ART. 145. Assignment to non-household work. - No
(15) days by way of indemnity. househelper shall be assigned to work in a commercial,
industrial or agricultural enterprise at a wage or salary rate
lower than that provided for agricultural or non-agricultural
If the househelper leaves without justifiable reason, he or
workers as prescribed herein.
she shall forfeit any unpaid salary due him or her not
exceeding fifteen (15) days.
Apex Mining Co. NLRC, 196 SCRA
251 (1991)
SECTION 15. Employment certification. Upon the
severance of the household service relationship, the
househelper may demand from the employer a written
statement of the nature and duration of the service and his
or her efficiency and conduct as househelper.

SECTION 16. Funeral expenses. In case of death of the

househelper, the employer shall bear the funeral expenses
commensurate to the standards of life of the deceased.

SECTION 17. Disposition of the househelper's body.

Unless so desired by the househelper or by his or her
guardian with court approval, the transfer or use of the body
of the deceased househelper for purposes other than burial
is prohibited. When so authorized by the househelper, the
transfer, use and disposition of the body shall be in
accordance with the provisions of Republic Act No. 349.

SECTION 18. Employment records. The employer may

keep such records as he may deem necessary to reflect the
actual terms and conditions of employment of his
househelper which the latter shall authenticate by signature
or thumbmark upon request of the employer.

SECTION 19. Prohibited reduction of pay. When the

compensation of the househelper before the promulgation of
these regulations is higher than that prescribed in the Code e. Conditions of Employment, Arts. 121-152;
and in this issuance, the same shall not be reduced or Civil Code, Arts. 1689-1699
diminished by the employer on or after said date.

SECTION 20. Relation to other laws and agreements.
Nothing in this Rule shall deprive a househelper of the right
to seek higher wages, shorter working hours and better
working conditions than those prescribed herein, nor justify
an employer in reducing any benefit or privilege granted to
the househelper under existing laws, agreements or
voluntary employer practices with terms more favorable to
the househelpers than those prescribed in this Rule.
a. Definition, Rule XIII, Sec. 1 (b)
(b) The term "househelper" as used herein is synonymous to
the term "domestic servant" and shall refer to any person,
whether male or female, who renders services in and about
the employer's home and which services are usually
necessary or desirable for the maintenance and enjoyment
thereof, and ministers exclusively to the personal comfort
and enjoyment of the employer's family.
b. Coverage, Art. 141
ART. 151. Employment certification. - Upon the severance of
the household service relation, the employer shall give the
househelper a written statement of the nature and duration
of the service and his or her efficiency and conduct as
househelper.
ART. 152. Employment record. - The employer may keep
such records as he may deem necessary to reflect the actual
terms and conditions of employment of his househelper,
which the latter shall authenticate by signature or
thumbmark upon request of the employer.
CIVIL CODE
Art. 1689. Household service shall always be reasonably
compensated. Any stipulation that household service is
without compensation shall be void. Such compensation
shall be in addition to the house helper's lodging, food, and
medical attendance.

Duman / Labor I / Prof. Battad / Page 146

 LABOR LAW 1 REVIEWER
Art. 1690. The head of the family shall furnish, free of
charge, to the house helper, suitable and sanitary quarters
as well as adequate food and medical attendance.
Art. 1691. If the house helper is under the age of eighteen
years, the head of the family shall give an opportunity to the
house helper for at least elementary education. The cost of
such education shall be a part of the house helper's
compensation, unless there is a stipulation to the contrary.
Art. 1692. No contract for household service shall last for
more than two years. However, such contract may be
renewed from year to year.
Art. 1693. The house helper's clothes shall be subject to
stipulation. However, any contract for household service
shall be void if thereby the house helper cannot afford to
acquire suitable clothing.
Art. 1694. The head of the family shall treat the house
helper in a just and humane manner. In no case shall
physical violence be used upon the house helper.
Art. 1695. House helper shall not be required to work more
than ten hours a day. Every house helper shall be allowed
four days' vacation each month, with pay.
Art. 1696. In case of death of the house helper, the head of
the family shall bear the funeral expenses if the house
helper has no relatives in the place where the head of the
family lives, with sufficient means therefor.
Art. 1697. If the period for household service is fixed neither
the head of the family nor the house helper may terminate
the contract before the expiration of the term, except for a
just cause. If the house helper is unjustly dismissed, he shall
be paid the compensation already earned plus that for
fifteen days by way of indemnity. If the house helper leaves
without justifiable reason, he shall forfeit any salary due him
and unpaid, for not exceeding fifteen days.
Art. 1698. If the duration of the household service is not
determined either by stipulation or by the nature of the
service, the head of the family or the house helper may give
notice to put an end to the service relation, according to the
following rules:
(1) If the compensation is paid by the day, notice
may be given on any day that the service shall
end at the close of the following day;
(2) If the compensation is paid by the week,
notice may be given, at the latest on the first
business day of the week, that the service shall be
terminated at the end of the seventh day from the
beginning of the week;
(3) If the compensation is paid by the month,
notice may be given, at the latest, on the fifth day
of the month, that the service shall cease at the
end of the month.
Art. 1699. Upon the extinguishment of the service relation,
the house helper may demand from the head of the family a
written statement on the nature and duration of the service
and the efficiency and conduct of the house helper.
3. Homeworkers
a. Coverage and Regulation, Arts. 153-155; DO 5,
DOLE, 4 Feb. 1992, now Book III, Rule XIV
ART. 153. Regulation of industrial homeworkers. - The
employment of industrial homeworkers and field personnel
shall be regulated by the government through the
appropriate regulations issued by the Secretary of Labor and
Employment to ensure the general welfare and protection of
homeworkers and field personnel and the industries
employing them.
ART. 154. Regulations of Secretary of
Labor. - The regulations or orders to be
issued pursuant to this Chapter shall be
designed to assure the minimum terms
and conditions of employment
applicable to the industrial homeworkers
or field personnel involved.
ART. 155. Distribution of homework. -
For purposes of this Chapter, the
"employer" of homeworkers includes
any person, natural or artificial who, for
his account or benefit, or on behalf of
any person residing outside the country,
directly or indirectly, or through an
employee, agent contractor, sub-
contractor or any other person:
(1) Delivers, or causes to be delivered,
any goods, articles or materials to be
processed or fabricated in or about a
home and thereafter to be returned or
to be disposed of or distributed in
accordance with his directions; or
(2) Sells any goods, articles or materials to be processed or
fabricated in or about a home and then rebuys them after
such processing or fabrication, either by himself or through
some other person.
RULE XIV
Employment of Homeworkers
SECTION 1. General statement on coverage. This Rule
shall apply to any homeworker who performs in or about his
home any processing of goods or materials, in whole or in
part, which have been furnished directly or indirectly by an
employer and thereafter to be returned to the latter.
SECTION 2. Definitions. As used in this Rule, the following
terms shall have the meanings indicated hereunder:
(a) "Home" means any room, house, apartment, or other
premises used regularly, in whole or in part, as a dwelling
place, except those situated within the premises or
compound of an employer, contractor, and the work
performed therein is under the active or personal supervision
by, or for, the latter.
(b) "Employer" means any natural or artificial person who,
for his own account or benefit, or on behalf of any person
residing outside the Philippines, directly or indirectly, or
through any employee, agent, contractor, sub-contractor; or
any other person:
(1) Delivers or causes to be delivered any goods or articles
to be processed in or about a home and thereafter to be
Duman / Labor I / Prof. Battad / Page 147
 LABOR LAW 1 REVIEWER
returned or to be disposed of or distributed in accordance
with his direction; or
(2) Sells any goods or articles for the purpose of having such
goods or articles processed in or about a home and then
repurchases them himself or through another after such
processing.
(c) "Contractor" or "sub-contractor" means any person who,
for the account or benefit of an employer, delivers or caused
to be delivered to a homeworker goods or articles to be
processed in or about his home and thereafter to be
returned, disposed of or distributed in accordance with the
direction of the employer.
(d) "Processing" means manufacturing, fabricating, finishing,
repairing, altering, packing, wrapping or handling any
material.
SECTION 3. Payment for work. (a) Immediately upon
receipt of the finished goods or articles, the employer shall
pay the homeworker or the contractor or sub-contractor, as
the case may be, for the work performed; Provided,
However, that where payment is made to a contractor or
sub-contractor, the homeworker shall be paid within the
week after the contractor or sub-contractor has collected the
goods or articles from the homeworkers.
(b) The Secretary of Labor and Employment shall from time
to time establish the standard minimum piece or output rate
in appropriate orders for the particular work or processing to
be performed by the homeworkers.
SECTION 4. Deductions. No employee, contractor, or sub-
contractor shall make any deduction from the homeworker's
earnings for the value of materials which have been lost,
destroyed, soiled or otherwise damaged unless the following
conditions are met:
(a) The homeworker concerned is clearly shown to be
responsible for the loss or damage;
(b) The employee is given reasonable opportunity to show
cause why deductions should not be made;
(c) The amount of such deduction is fair and reasonable and
shall not exceed the actual loss or damages; and
(d) The deduction is made at such rate that the amount
deducted does not exceed 20% of the homeworker's
earnings in a week.
SECTION 5. Conditions for payment of work. (a) The
employer may require the homeworker to re-do work which
has been improperly executed without having to pay the
stipulated rate more than once.
(b) An employer, contractor, or sub-contractor need not pay
the homeworker for any work which has been done on
goods and articles which have been returned for reasons
attributable to the fault of the homeworker.
SECTION 6. Disagreement between homeworkers and
employer. In cases of disagreement between the
homeworker and the employer, contractor or sub-contractor
on matters falling under Section 4 (a), 5 and 6 of this Rule,
either party may refer the case to the Regional Office having
jurisdiction over the homeworker. The Regional Office shall
decide the case within ten (10) working days from receipt of
the case. Its decision shall be final and unappealable.
SECTION 7. Liability of employer and contractor.
Whenever an employer shall contract with another for the
performance of the employer's work, it shall be the duty of
such employer to provide in such contract that the
employees or homeworkers of the contractor and the latter's
sub-contractor shall be paid in accordance with the
provisions of this Rule. In the event that such contractor or
sub-contractor fails to pay the wages or earnings of his
employees or homeworkers as specified in this Rule, such
employer shall be jointly and severally liable with the
contractor or sub-contractor to the workers of the latter, to
the extent that such work is performed under such contract,
in the same manner as if the employees or homeworkers
were directly engaged by the employer.
b. Definition, DO 5, Sec. 2, DO 5
c. Registration, Secs. 4-6
d. Conditions of Employment/Deductions, Secs. 6-9
f. Joint and Several Liability of
Employer/Contractor, Sec. 11
g. Prohibitions, Sec. 13
h. Enforcement, Sec. 10
NOTES:
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
Duman / Labor I / Prof. Battad / Page 148
 LABOR LAW 1 REVIEWER

_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
_______________________________________
Duman / Labor I / Prof. Battad / Page 149
 LABOR LAW 1 REVIEWER

L. Employee Classification

1. Coverage, Art. 278

2. Employer Recognition

Philippine Federation of Credit

Cooperatives, Inc. v. NLRC, 300 SCRA 72 (1998)
Pangilinan v. General Milling corp.,
434 SCRA 159 (2004)

3. Employer Determination/Designation

De Leon v. NLRC, 176 SCRA 615 (1989)

Violeta v. NLRC, 280 SCRA 520 (1997)
San Miguel Corporation v. NLRC, 297
SCRA 277 (1998)

4. Management Prerogative

Manila Electric Co. v. NLRC, 263 SCRA

531 (1996)
PAL, Inc. v. Pascua, 409 SCRA 195
(2003)
Coca-cola Bottlers Phil., Inc. Sales Force
Union-PTGWO-BALAIS v. Coca-cola Bottlers Phil., Inc., GR
No. 155651, 464 SCRA 507 (2005)

5. Kinds of Employee

a. Regular Employees, art. 280, 1st par.; 280, 2nd

par.; 281, last sentence; 75(d); Omnibus rules, Book VI,
Rule 1, Secs. 5(a), (b) and 6.

1) Type

Pangilinan v. General Milling

Corporation., 434 SCRA 159 (2004)

2) Nature of Work

Perpetual Help Credit Corp., Inc. v.

Faburada, et al., 366 SCRA 693 ( 2001)
K. Mental, Dental and Occupational Safety Magsalin v. National Organization of
Working Men, 403 SCRA 199 (2003)
Reference: Art. 156-165; Omnibus Rules, Book Hacienda Fatima v. National Federation
IV, Rule I, Secs. 1-10; Rule II, Secs. 1-!0 of Sugarcane Workers Food and General Trade, 396 SCRA
518 (2003)
1. Coverage, Rule I, Sec. 1 Pentagon International Shipping, Inc. v.
Adelantar, 235 SCRA 342 (2004)
2. First Aid Treatment, Art. 156 Lopez v. Metropolitan Waterworks and
Sewerage System, 462 SCRA 428 (2005)
3. Emergency Medical and Dental Services
3) Extended Period
a. When Required, Art. 157
Andon Electric co., Inc. v.
b. When Not Required, Art. 158 NLRC, 308 SCRA 340 (1999)

4. Employer assistance, Art. 161 4) Repeated Renewal of Contract

5. Occupational Safety and Health
Standards, Training of Maraguinot v. NLRC, 284
Supervisor/Technician SCRA 539 (1998)
Universal Plastic Corp. v.
a. When Required, Rule II, Secs. 5 (a) (d) Catapang, 473 SCRA 189 (2005)

b. When Not Required, Rule II, Sec. 5 (e) b. Project Employee, art. 280, 1st par.

6. Enforcement/DOLE Obligations, Arts. 1) Definition

162-165
Imbuido v. NLRC, 329 SCRA
Note: Arts. 166-208: repealed by SSS Law of 357 (2000)
1997 (RA 1161, as amended); Re: Art. 209, see National Association of Trade Union v.
Health Insurance act of 1995 (RA 7875); Book IV, Rule II, Comm. Abella, 323 SCRA 50 (2005)
Sec. 8

Duman / Labor I / Prof. Battad / Page 150

 LABOR LAW 1 REVIEWER

2) Project Employees
Mariwasa Manufacturing, Inc.
Sandoval Shipyards, Inc. v. v. Leogardo, 169 SCRA 465 (1989)
NLRC, 136 SCRA 674 (1985)
Villa v. NLRC, 284 SCRA 105 6) Absorbed Employees
(1998)
Chua v. Court of Appeals, 440 Cebu Stevedoring Co. Inc. v.
SCRA 121 (2004) Regional Director, 168 SCRA 315 (1988)

3) Workpool Employees 7) Rule on Private School Teachers

Aguilar Corp. v. NLRC, 269 Escorpizo v. Univ. of Baguio,

SCRA 596 (1997) 306 SCRA 497 (1999)
Maraguinot v. NLRC, supra La Consolacion College v.
Casual, Art. 280, 2nd par.; Omnibus rules, Book VI, NLRC, 366 SCRA 226 (2001)
Rule 1, Sec. 5 (b) Chiang Kai Sheck College v.
Court of Appeals, 437 SCRA 171 (2004)
1) Nature of Work
I. Termination of Employment
A.M. Oreta and Co. Inc. v.
NLRC, 176 SCRA 218 (1989) 1. Coverage, Art. 278; Book VI, Rule 1, Sec. 1
2) One Year Service
2. Security of Tenure, Art 279; 277 (b)
Kimberly v. Drilon, 185 SCRA
190 (1990) a. Nature/Rationale
Integrated Contractor and
Plumbing Works, Inc. v. Court of Appeals, 464 SCRA 544 Llosa Tan v. Silahis
(2005) Internatioinal Hotel, 181 SCRA 738 (1990)
San Miguel Corp. v. Abella, Sonza v. ABS-CBN
supra Broadcasting Corp., 431 SCRA 381 (2004)
Metro Eye Security, Inc. v.
c. Fixed-Term Julie V. Solsona, GR No. 167637, Sept. 28, 2007

Brent School v. Zamora, 181 SCRA b. Coverage

702 (1990)
Palomares v. NLRC, 277 SCRA 439 Labajo v. Alejandro, 165 SCRA 747
(1997) (1988)
Philips Semiconductor etc. v. Skihworld Management and
Fadriquela, 422 SCRA 408 (2004) marketing Corporation v. NLRC, 186 SCRA 465 (1990)
Interorient Maritime Enterprises
d. Seasonal Inc. v. NLRC, 235 SCRA 268 (1994)

Phil. Tobacco Flue-curing & c. Management Prerogative

Redrying Corp. v. NLRC, 300 SCRA 37 (1998)
Hacienda Bino v. Cuenca, 456 SCRA 300 Philippine American Life & General
(2005) Insurance Co. v. Gramaze, 442 SCRA 274 (2004)

e. Probationary d. Requisites for Lawful Dismissal

1) Definition Perpetual Help Credit Corp., Inc. v.

Faburada, supra
Philippine Federation of Credit
Cooperatives, Inc. v. NLRC, supra e. Burden of Proof
Cebu Marine Beach Resort v. NLRC, 414
SCRA 173 (2003) Azcor Manufacturing v. NLRC, 303 SCRA
26 (1999)
2) Employer Right to Set Period/Obligation Chavez v. NLRC, supra

Orient Express Placement f. Measure of Penalty

Philippines v. NLRC, 273 SCRA 256 1997)
Farrol v. Court of Appeals, 435
3) Duration/Exception SCRA 543 (2000)
Valiao v. Court of Appeals, 435
A Prime Security Services, SCRA 543 (2004)
Inv. V. NLRC, 322 SCRA 283 (2000) Etcuban v. Sulpicio Lines, Inc. 448
Mitsubishi Motors v. NLRC, SCRA 516 (2005)
226 SCRA 417 (1993)
g. Factors
4) Criteria Regularization
Associated Labor Union v. NLRC,
Alcira v. NLRC, 431 SCRA 508 302 SCRA 708 (1999)
(2004) Philippine Long distance Telephone
C. Inc. v. NLRC, 303 SCRA 9 (1999)
5) Extension of Contract

Duman / Labor I / Prof. Battad / Page 151

 LABOR LAW 1 REVIEWER

3. Termination of Employment by Employee

a. Resignation

Cheniver Deco Print v. NLRC, 325

SCRA 758 (2000)
China Banking Corp. v. Borromeo,
supra
Willi Hahn Enterprises v. Maghuyo,
447 SCRA 349 (2004)
BMG Records (Phils.), Inc. et al. v.
Aida C. Aparecio, et al., GR 153290, Sept. 5, 2007

1) Just Causes, Art. 285 (b)

2) Without Just Cause Requisites, Art. 285 (a); Const. Art.

III, Sec. 18 (2)

Pascua v. NLRC, 287 SCRA

554 (1998)
Azcor v. NLRC, supra
Phil. Wireless Inc. v. NLRC,
310 SCRA 653 (1999)
A Prime Security Services, Inc.
v. NLRC, supra

b. Performance of Military or Civic duty, Art. 286,

Book VI, Rule I, Sec. 12

4. Termination of Employment by Employer

a. Basis of Right and Requirements, Arts. 282-

284; 277 (b)

1) Basis

PLDT v. Tolentino, 438 SCRA 555

(2004)

2) Substantive and Procedural Due Process

Philippine National Bank v.

Cabanag, 460 SCRA 514 (2005)

Duman / Labor I / Prof. Battad / Page 152

 LABOR LAW 1 REVIEWER

b. Just Causes Substantive Due Process

f) Past offenses
1) Serious Misconduct/Willful Disobedience
(Insubordination) La Carlota Planters Assn.
Valiao v. Court of Appeals, v. NLRC, 298 SCRA 252 (1998)
supra Ramoran v. Jardine CMG,
Villamor Golf Club v. Phil, 472 Inc. 326 SCRA 208 (2000)
SCRA 36 (2005)
Coca-Cola Bottlers, Phil., Inc. g) Habitual Infractions
v. Kapisanan ng Malayang Manggagawa sa Coca-Cola, 452
SCRA 480 (2005) Gustilo v. Wyeth Phil.,
R Transport Corp. v. Ejaneira, Inc., 440 SCRA 67 (2004)
428 SCRA 725 (2004)
Micro Sales Operation h) Immorality
Network v. NLRC, 472 SCRA 328 (2005)
Santos v. NLRC, 287
2) Gross and Habitual Neglect of Duties SCRA 117 (1998)

Cebu Filveneer Corporation v. i) Conviction of Crime

NLRC, 286 SCRA 556 (1998)
Reyes v. Maxims Tea House, Sampaguita Garments
398 SCRA 288 (2003) Corp. v. NLRC, 233 SCRA 260 1994)
Chua v. NLRC, 453 SCRA 244
(2005) j) Qualification Requirements

3) Fraud or Willful Breach of Trust Lanzaderas v. Amethyst

Security & General Services, Inc., supra
Santos v. San Miguel Corp.,
399 SCRA 172 (2003) 7) Constructive Dismissal
Dela Cruz , NLRC, 416 SCRA
226 (2003) Philippine American Life
Phil. National Construction v. Gramaje, 442 SCRA 274 (2003)
Corp. v. Matias, 395 SCRA 720 (2003) Dinglasan v. Atienza, 433
SCRA 263 (2004)
4) Commission of Crime, Art. 282 (d) Dusit Hotel Nikko v.
National Union in Hotel, Restaurant and Allied Industires,
Sampaguita Garments 466 SCRA 374 (2005)
Corporation v. NLRC, 233 SCRA 260 (1994) Angelina Francisco v.
NLRC, et al., supra
5) Analogous, Art. 282 (e)
8) Transfer
Cathedral School of
Technology v. NLRC, 214 SCRA 551, 559 (1992) OSS Security and Allied
Services Inc. v. NLRC, 325 SCRA 157 (2000)
6) Others Just Causes Claimed by Lanzaderas v. Amethyst
Employer Security and General Services, Inc., supra
Mendoza v, Rural Bank, etc.,
a) Abandonment 433 SCRA 756 (2004)

Nueva Ecija Electric 9) Promotion

Cooperative v. NLRC, 461 SCRA169 (2005)
Chavez v. NLRC, supra Phil. Telegraph & Telephone Corp.
Floren Hotel v. NLRC, v. Court of Appeals, 412 SCRA 263 (2003)
456 SCRA 128 (2005)
10) Preventive Suspension
b) Courtesy Resignation
Philippine Airlines, Inc. v. NLRC,
Batongbacal v. 292 SCRA 40 (1998)
Associated Bank, 168 SCRA 600 (1988)
11) Residency Training
c) Change of Ownership
Felix v. Buenaseda, 240 SCRA 139
Manlimos v. NLRC, 242 (1995)
SCRA 145 (1995)
c. Substantive Requirements Business Related
d) Habitual Absenteeism Causes, Art. 283

Union Motor Corp. v. 1) Basis

NLRC, 445 SCRA 683 (2004)
Edge Apparel Inc. v. NLRC, 286
e) Fixed-Term Employment SCRA 302 (1998)

Magsalin v. National 2) Business Related or Authorized Causes

Organization of Working Men, supra

Duman / Labor I / Prof. Battad / Page 153

 LABOR LAW 1 REVIEWER

a) Installation of Labor Saving Devices, Art. 283

b) Use of Position Paper
Complex Electronics Employees
Assn. v. NLRC, 310 SCRA 403 (1999) Shoppes Manila, Inc. v. NLRC,
419 SCRA 354 (2004)
b) Retrenchment to Prevent Losses, Art. 283
5) Decision/Award Const., Art. VIII, Sec.
Asian Alcohol Corp. v. NLRC, 305 SCRA 14
415 (1999)
NDC-Guthrie Plantations, Inc. v. NLRC, Pepsi-Cola Products Phil., Inc.
362 SCRA 416.(2001) v. Court of Appeals, 443 SCRA 580 (2004)
Composite Enterprises, Inc. v. Emilio M.
Caparoso, et al., GR No. 159919, Aug. 8, 2007 6) Burden of Proof

c) Redundancy, Art. 283 Equitable PCIBank v. Caguioa,

466 SCRA 658 (2005)
Asufrin v. San Miguel Corp., 425 SCRA
270 (2004) 7) Degree of Proof/Substantial Evidence
Golden Tread Knitting Industries, Inc. v.
NLRC, 304 SCRA 568 Philtread Tire & Tubber Corp.
Lopez Sugar Corp. v. Franco, 458 SCRA v. Vicente, 441 SCRA 574 (2004)
515 (2005) Etcuban v. Sulpicio Lines,
Inc., supra
d) Closure of Business, Art. 283
8) Prescription
Mac Adams Metal Engineering
Workers Union-Independent v. Mac Adams Metal Salvador v. Phil. Mining
Engineering, 414 SCRA 411 (2003) service Corp., 395 SCRA 729 (2003)
SSS v. Hon. Chaves, 440
SCRA 269 (2004) 9) Dismissal of Case, Purely on Technical
ME-SHURN Corporation v. ME- Ground
SHURN Workers Union-FSM, 448 SCRA 41 (2005)
Quintano v. NLRC, 446 SCRA
e) Temporary Closure, Art. 286 195 (2004)

Valdez v. NLRC, 286 SCRA 87 10) Criminal Cases

(1998)
Quiambao v. NLRC, 254 SCRA
3) Disease, Art 284 211 (1996)

Vicente Sy v. Court of 5. Reliefs/Remedies in Illegal Dismissal, Art. 279; 223

Appeals, supra
a. In General; Twin Remedies
d. Procedural Requirements, Art. 277 (b); Book VI,
Rule I, Secs. 1-3 Omnibus Rules Nueva Ecija Electric
Cooperative v. NLRC, supra
1) In General/Liability for Non-Compliance with Mt. Carmel College v. Jocelyn
Procedural Requirements Resuena, et al., GR No. 173076, October 10, 2007
Lorenzo Ma. D.G. Aguilar v.
Serrano v. NLRC, 323 SCRA Burger Machine Holdings Corp., et al., GR 172062, Feb. 21,
445 (2000) 2007
Santos v. San Miguel Corp.,
supra 1) Reinstatement
Agabon v. NLRC, supra
a) Definition
2) Right to Counsel
PNOC-EDC, et al. v. Abella,
Salaw v. NLRC, 202 SCRA 7, 448 SCRA 549 (2005)
12-15 (1991) Pheschem Industrial Corp. v.
Moldez, 458 SCRA 339 (2005)
3) Notice
b) Effect of Failure to Ask Relief
Agabon v. NLRC, supra
Caingat v. NLRC, 453 SCRA Pheschem Industrial Corp. v.
142 (2005) Moldez, supra

4) Hearing c) Exceptions

a) Hearing i) Closure of Business

Permex, Inc. v. NLRC, 323 ii) Economic Business Conditions

SCRA 121 (2000)
Arboleda v. NLRC, 303 SCRA Union of Supervisors (RB)
39 (1999) NATU, etc. v. Sec. of Labor, 128 SCRA 442 (1984)

Duman / Labor I / Prof. Battad / Page 154

 LABOR LAW 1 REVIEWER

Central Luzon Conference v. CA,

iii) Employees Unsuitability 466 SCRA 711 (04)

Divine Word High School v. c. Separation Pay

NLRC, 143 SCRA 346 (1986)
1) When As Alternative
iv) Employees Retirement/Overage
Coca-Cola Bottlers Phils. Inc. v.
Espejo v. NLRC, 255 SCRA Vital, 438 SCRA 278 (2004)
430 (1996) National Federation of Labor v.
Court of Appeals, 440 SCRA 604 (2004)
v) Antipathy and Antagonism Strained Etcuban Jr. v. Sulpicio Lines, Inc.,
Relations supra
Composite enterprises, Inc. v.
Acesite Corp. v. NLRC, 449 Emilio M. Caparoso, et al., supra
SCRA 360 (2005)
BPI Employees Union v. BPI, 2) Computation/Rationale
454 SCRA 357 (2005)
Sagum v. Court of Appeals, Business Day Information
459 SCRA 223 (2005) Systems and Services, Inc. v. NLRC, 221 SCRA 9 (1993)
Millares v. NLRC, 305 SCRA
vi) Not Feasible 500 (1999)

Bustamante v. NLRC, 265 SCRA 1 3) Effect of Receipt

(1996)
Arino v. NLRC, 290 SCRA 489
c) Offer to Reinstate (1998)

Ranara v. NLRC, 212 SCRA 631 c. Financial Assistance

(1992)
1) When Allowed
2) Backwages
Philippine Long Distance
a) Effect of Failure to Claim Telephone Co. v. NLRC, 164 SCRA 671 (1988)
Pinero v. NLRC, 437 SCRA 112
De La Cruz v. NLRC, 299 (2004)
SCRA 1 (1998)
2) When Not Allowed
b) Effect of Failure to Order
Phil. Construction Corp. v.
Aurora Land etc. v. NLRC, 212 NLRC, 170 SCRA 207 (1989)
SCRA 48 (1997) Chua v. NLRC, 218 SCRA 545
St. Michaels Inst. v. Santos, 371 (1993)
SCRA 383 (2001)
e. Indemnity
b) Computation
Arms Taxi v. NLRC, supra
Mercury Drug Co. Inc. v. CIR, 56 Serrano v. NLRC, supra
SCRA 694 (1974)
Bustamante v. NLRC, supra f. Liability of Corporate Officers
Torres v. NLRC, 330 SCRA 311
(2000) Acesite Corp. v. NLRC, supra
Kay Products, Inc. v. CA464 SCRA
544 (2005) J. Retirement, Art. 287; Book VI, Rule II, Omnibus
Standard Electric Manufacturing Rules; RA No. 7641; RA No. 8558 (1998) ; Labor Advisory on
Corp. v. Standard Electric Employees Union, 468 SCRA 316 Retirement Pay (Oct. 1999)
(2005)
BPI Employees Union v. BPI, supra 1. Retirement

c) Fringe Benefit a. Types of Retirement Plan

Aurora Land etc. v. NLRC, supra PAL v. Airline Pilots

Association of the Phil., 373 SCRA 302 (2002)
b. Damages Naguit v. NLRC, 408 SCRA
617 (2003)
Collegio de San Juan de Letran- Sta. Catalina College v. NLRC,
Calamba v. Villas, 399 SCRA 550 (2003) 416 SCRA 233 (2003)
Tolosa v. NLRC, 401 SCRA 391 Gerlach v. Reuters Ltd., Phil.
(2003) 448 SCRA 535 (2005)
Maguiling v. Phil. Tuberculosis
Society, Inc. 450 SCRA 465 (2005) 1) Basis
Acesite Corp v. NLRC, supra
Sagum v. Court of Appeals, 459 Gamogamo v. PNOC shipping
SCRA 223 (2005) and Transport Corp., 381 SCRA 742 (2002)

Duman / Labor I / Prof. Battad / Page 155

 LABOR LAW 1 REVIEWER

2) Interpretation

Lopez v. National Steel Corp.,

423 SCRA 109 (2004)
Solomon v. Association of
International Shipping Lines, Inc., 457 SCRA 254 (2005)

4) Eligibility

Brion v. South Phil. Union

Mission of the Seventh Day Adventist Church, 307 SCRA 497
(1999)

REMINDERS:

1. Voluntary recitation will be graded generously.

The professor however reserves the right to call on students
for recitation.
2. The 20% rule on absences will be strictly
observed. Three times of tardiness will be considered
absent. All those who come between 15 to 30 minutes after
the class will be marked late; after 30 mins, absent.
3. No make-up mid-term examination will be given.

REQUIREMENT:

Attendance/Recitation/Assigned Work - 30%

Mid-Term Examination -
30%
Final Examination -
30%

Duman / Labor I / Prof. Battad / Page 156