The Department of Labor and Employment (DOLE) started as a small bureau in 1908.

It
became a department on December 8, 1933 with the passage of Act 4121. The DOLE is
the national government agency mandated to formulate and implement policies and
programs, and serve as the policy-advisory arm of the Executive Branch in the field of
labor and employment.

On December 8, 1933, the Bureau of Labor was constituted as a Department by virtue of

Republic Act 4121. Since then, it has continuously evolved its thrusts and strategies to
respond to emerging socio-political and economic challenges while keeping as primary
concern the protection and promotion of the welfare of local and overseas Filipino
workers (OFWs).

Today, the DOLE is the national government agency mandated to formulate policies,
implement programs and serve as the policy-coordinating arm of the Executive Branch in
the field of labor and employment.

It serves more than 40 million workers comprising the country's labor force,
covering those in the formal and informal economies, private and public. On top of this,
the DOLE clients also include workers' organizations, employers and/or
employers' groups, non-government organizations (NGOs), and other government
agencies, the academe, other stakeholders, international organizations (e.g., ILO, IOM,
UNDP, UNICEF), and the international community including the host countries of our
OFWs.

To carry out its mandate, the DOLE has 16 regional offices, 83 Field Offices with four (4)
Satellite Offices, 38 overseas posts, 6 bureaus, 7 staff services and 11 agencies attached
to it for policy and program supervision and/or coordination. It has a total manpower
complement of 9,120. For 2013, the DOLE has a total budget of P8.083 Billion.

ECC
The Employees Compensation Commission (ECC) is a government corporation. It is
attached to the Department of Labor and Employment for policy coordination and
guidance.
It is a quasi-judicial corporate entity created to implement the Employees Compensation
Program (ECP). The ECP provides a package of benefits for public and private sector
employees and their dependents in the event of work-connected contingencies such as
sickness, injury, disability or death.

As implementor of the Employees Compensation Program, ECC is mandated by law to

provide meaningful and appropriate compensation to workers. Its main functions are:

To formulate policies and guidelines for the improvement of the employees

compensation program;
To review and decide on appeal all EC claims disapproved by the Systems; and
To initiate policies and programs toward adequate occupational health and safety
and accident prevention in the working environment

POWERS AND FUNCTIONS

Under Article 177 of P.D. 626 as amended, the ECC has the following powers and duties:
a. To assess and fix a rate of contributions from all employers;
b. To determine the rate of contribution payable by an employer whose records show
a high frequency of work accidents or occupational disease due to failure by the
said employer to observe adequate measures;
c. To approve rules and regulations governing the processing of claims and the
settlement of disputes arising there from as prescribed by the System;
d. To initiate policies and programs toward adequate occupational health and safety
and accident prevention in the working environment, rehabilitation other than
those provided for under Article 190 hereof, and other related programs and
activities, and to appropriate funds therefor. (As amended by Sec. 3, P.D. 1368).
e. To make the necessary actuarial studies and calculations concerning the grant of
constant help and income benefits for permanent disability and death, and the
rationalization of the benefits for permanent disability and death under the Title
with benefits payable by the System for similar contingencies; Provided; That the
Commission may upgrade benefits and add new ones subject to approval of the
President; and Provided, Further, That the actuarial stability of the State
Insurance Fund shall be guaranteed; Provided, Finally, that such increases in
benefits shall not require any increases in contribution, except as provided for in
paragraph (b) hereof. (As amended by Sec. 3, P.D. 1641).
f. To appoint the personnel of its staff, subject to civil service law and rules, but
exempt from WAPCO law and regulations;
g. To adopt annually a budget of expenditures of the Commission and its staff
chargeable against the State Insurance Fund; Provided, that the SSS and GSIS shall
advance on a quarterly basis the remittance of allotment of the loading fund for
this Commissions operational expenses based on its annual budget as duly
approved by the Ministry of Budget and Management. (As amended by Sec. 3, P.D.
1921).
h. To have the power to administer oath and affirmation, and to issue subpoena and
subpoena duces tecum in connection with any question or issue arising from
appealed cases under this Title.
i. To sue and be sued in court;
j. To acquire property, real or personal, which may be necessary or expedient for the
attainment of the purposes of this Title;
k. To enter into agreements or contracts for such services or aid as may be needed
for the proper, efficient and stable administration of the program;
l. To perform such other acts as it may deem appropriate for the attainment of the
purposes of the Commission and proper enforcement of the provisions of this Title.
(As amended by Sec. 18, P.D. 850).

National Conciliation and Mediation Board (NCMB)

Mandate
The NCMB, created under Executive Order No. 126, reorganizing the DOLE, shall
formulate policies, develop plans and programs and set standards and procedures
relative to the promotion of conciliation and mediation of labor disputes through the
preventive mediation, conciliation and voluntary arbitration; facilitation of labormanagement cooperation through joint mechanisms for information sharing, effective
communication and consultation and group-problem solving.
Vision
The NCMB shall be the center of excellence in enhancing harmonious relationship in
every workplace.

Mission
To sustain harmonious labor and management relations through continuous education,
mainstreaming of alternative dispute resolution (ADR) mechanisms, and implementation
of innovative approaches towards workers empowerment.

Functions
The NCMB, as a staff and line office, has the following functions:

Formulate policies, programs, standards, procedures, manuals of operations and

guidelines pertaining to effective mediation and conciliation of all labor dispute.
Perform preventive mediation and conciliation functions.
Coordinate and maintain linkages with other sectors of institutions, and other
government authorities concerned with matters relative to the prevention and
settlement of labor disputes.
Formulates policies, plans, programs, standards, procedures, manuals of
operations and guidelines pertaining to the promotion of cooperative and nonadversarial schemes, grievance handling, voluntary arbitration and other voluntary
modes of dispute settlement.
Administer the voluntary arbitration program; maintain/update a list of voluntary
arbitrators, compile arbitration awards and decisions.
Provide counseling and preventive mediation assistance particularly in the
administration of collective agreements
Monitor and exercise technical supervision over the Boards programs being
implemented in the regional offices; and
Perform such other functions as may be provided by law or assigned by the
Secretary.

National Labor Relations Commission (NLRC)

MANDATE The National Labor Relations Commission is a quasi-judicial body tasked to

promote and maintain industrial peace by resolving labor and management disputes
involving both local and overseas workers through compulsory arbitration and alternative
modes of dispute resolution. It is attached to the Department of Labor and Employment
for program and policy coordination.
JURISDICTION
Regional Arbitration Branches:

Unfair labor practice cases

Termination disputes
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
Claims for actual, moral, exemplary and other forms of damages arising from
employer-employee relations
Cases arising from any violation of Article 264 of the Labor Code, as amended,
including questions involving the legality of strikes and lockouts
Except claims for employees compensation not included in the next succeeding
paragraph, 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),
whether or not accompanied with a claim for reinstatement
Wage distortion disputes in unorganized establishments not voluntarily settled by
the parties pursuant to Republic Act No. 6727
Enforcement of compromise agreements when there is non-compliance by any of
the parties pursuant to Article 227 of the Labor Code, as amended
Money claims arising out of 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 as provided by Section 10 of
Republic Act No. 8042, as amended by Republic Act No. 10022
Other cases as may be provided by law
Commission Proper:

Cases decided by the Labor Arbiter

Cases decided by the Regional Director or hearing officer on small money claims
Cases of national interest certified to by the Secretary of Labor
Petitions for injunctions or temporary restraining order under Article 218 (e) of the
Labor Code, as amended
Petition to annul or modify the order or resolution (including those issued during
execution proceedings) of the Labor Arbiter
VISION To deserve public trust as a quasi-judicial agency by way of a fair, speedy,
equitable disposition of labor cases at lesser cost.
MISSION To resolve labor disputes in the fairest, quickest, least expensive and most
effective way possible.

National Maritime Polytechnic (NMP)

Creation and Legal Mandate
The National Maritime Polytechnic is the only government maritime training and research
center in the Philippines established on May 1, 1978 by virtue of Presidential Decree
1369. It became an attached Agency to the Department of Labor and Employment in
1987 with the signing of Executive Order 126.
Functions
Maritime Training and Assessment
Conducts specialization and upgrading courses for merchant marine officers and ratings
in accordance with international and national maritime education and training (MET)
standards. Conducts competency assessment for merchant marine officers and ratings.
Maritime Research
Conducts research and studies on the latest maritime technologies and other related
matters for the maritime industry
Quality Policy Statement
Quality service is the thrust of the NMP and it shall be the policy of the Agency to ensure
the delivery of efficient and effective maritime training, competency assessment and
research services to its clients.

National Wages and Productivity Commission (NWPC)

Creation
In July 1989, the Philippine Congress enacted into law Republic Act No. 6727, also known
as the "Wage Rationalization Act."
The Act established a new mechanism for minimum wage determination through the
creation of the National Wages and Productivty Commission ( NWPC) and the Regional
Tripartite Wages and Productivity Boards (RTWPBs) in all regions of the country.
The NWPC is an attached agency of the Department of Labor and Employment (DOLE).
Vision

Justly remunerated and productive Filipino workforce in globally competitive enterprises.

Mission
Set minimum wage that protects workers' welfare.
Promote enterprise and workers' productivity

Quality Policy
The NWPC is committed to:

Provide quality service to the workers and enterprises on wages, incomes

and productivity through policy and program development and
implementation.

Comply with all applicable legal requirements

Continually improve all processes and systems to meet requirements of

relevant interested parties; and

Enhance the competencies of its talents.

Our Core Values

Accountability
Performing one's duties and responsibilities according to the work ethics in public
service.
Responsiveness
Acting with a sense of urgency and providing timely, relevant and pioneering solutions to
ensure quality service to internal and external clients.
Commitment
Working with determination and dedicationto exceed clients' expectation.
Transparency
Ensuring open government
participation and partnership.

initiatives

and

upholding

the

values

of

tripartism,

Innovation
Generating and translating ideas into goods or services that create value.
Collaboration
Cultivating synergy with the organization and among partners and stakeholders towards
a common goal.

Mandate
NWPC is a key policy making body on wages, incomes and productivity, mandated
under RA 6727 or the Wage Rationalization Act (1989) and RA 6971 or the Productivity
Incentives Act of 1990 to:

Determine minimum wages at the regional,provincial and/or industry levels;

and

Promote productivity improvement and gainsharing schemes, particularly

among micro, small and medium enterprises.

NWPC formulates policies and guidelines on wages, incomes and productivity and
exercises technical and administrative supervision over the RTWPBs.
With 17 RTWPBs (including ARMM) responsible for setting minimum wages and
promoting productivity improvement programs.

Services
The NWPC and RTWPBs provide the following services on wages, incomes, and
productivity:
Research and Policy

Advise the President and Congress on matters relating to wages,

incomes, and productivity

Determine and fix minimum wage rates at the regional,provincial, and

industry levels

Undertake researches and studies on wages and productivity

Formulate policies and guidelines on wages, incomes, and productivity

Training and Consulting

Provide training courses on quality and productivity (Q&P)

improvement for company owners, managers, supervisors, and
workers of qualified small and medium enterprises (SMEs).

Extend firm level consulting and technical assistance on the actual

implementation of Q&P improvement projects for beneficiary-SMEs.

Promote gainsharing schemes at the firm level.

Information and Publication

Render information services in the areas of wages, incomes, and

productivity to walk-in and phone -in clients, as well as through the
NWPC website and library.

Disseminate publication and information materials on minimum wages

and Q&P improvement and gainsharing.

Conduct wage clinics or one-on-one consultation with clients on wage

related concerns.

Major Policy Thrusts, FY 2016 2017

1. Policies/Guidelines/Standards
Productivity

Formulation

on

Wages

and

o Implement the two-tiered wage system (2TWS) along the objectives

of
adequate protection to income of vulnerable workers and
improved productivity and competitiveness within a total incomes
policy framework. Floor or minimum wage shall continue to be set by
the RTWPBs under the 2TWS while productivity or performance-based
pay in accordance with the prescribed guidelines;
o Conduct facility evaluation and time-and-motion studies/work
improvement in support of wage fixing and productivity improvement
mandate; and
o Enhance research, advocacy and database development towards
greater
focus
on
the
2TWS.
2. Technical Assistance
Productivity

and

Advocacy

Services

on

Wages

and

o Intensify capacity building of enterprises towards greater adoption of

innovative practices and environmental sustainability;

o Create a multi-agency pool of competent productivity specialists

through sustained capacity building on productivity, innovation, and
enterprise development;
o Sustain the advocacy on Productivity Toolbox as a strategy to attract
more MSMEs to engage in productivity improvement programs and
gainsharing;
o Adopt innovative advocacy strategies towards boosting public
awareness and securing support on policies and programs on wages,
incomes and productivity; and
o Intensify/broaden networking alliances on wages, incomes and
productivity through convergence and partnerships with strategic
(DOST, DTI, DOT, DA, academe) and social partners both at local and
international levels
3. Management Services
o Strengthen program management for efficient public service through
improved planning and execution processes;
o Implement continuous capacity building through staff development and
training
o Focus on core governance functions and improve performance and
service delivery, consistent with the objectives of EO 366 thru QMS;
and
o Promote employees safety and welfare by undertaking programs on
health maintenance, cultural and GAD-related activities.

Occupational Safety and Health Center (OSHC)

MISSION/MANDATE and FUNCTIONS
Created by virtue of Executive Order No. 307, on November 1987 by then President
Corazon C. Aquino, the OSHC is envisioned as the national authority for research and
training on matters pertaining to safety and health at work. It provides the expertise and
intervention mechanism to improve workplace conditions in the Philippines.
It has a dual mandate of protecting Filipino workers against accidents and illnesses and
promoting workers' welfare through effective programs that enhance productivity,
workers well-being and afford social protection to its client sector. The Center adopts a
multisectoral strategy with its partners -- business, workers group, other Government
and Non-Governmental Organizations and the Academe to fulfill its mandate.

The OSHC has been designated as the national CIS Center for the Philippines on
July 1991 to become the focal agency which receives and dessiminates
information matters from CIS Center in Geneva and the Asia-Pacific Regional Program
on Occupational Safety and Health based in Bangkok which is under the International
Labour Organization (ILO) to members of the inter-agency committee and other data
users in the Philippines. This is consistent with its critical responsibility to provide access
and improve the quality of Occupational Safety and Health information in the Philippine
workplace.

Mission/Mandate

The protection of workers through the preventive approach of reducing/eliminating

occupational accidents and illnesses.

The promotion of workers' welfare through the effective implementation of OSH

programs that will enhance productivity and subsequently contribute to national
economic development efforts.

Functions

Undertake continuing studies and researches on occupational safety and health.

Plan, develop and implement occupational safety and health training programs.

Serve as clearing house for occupational safety and health information, methods,
techniques, and approaches; and, institute an information dissemination
mechanism.

Monitor work environment and conduct medical examinations of workers.

Serve as duly recognized agency for testing and setting standard specifications of
Personal Protective Equipment and other safety devices.

Assist other GO's in policy and standards formulation on occupational safety and
health matters; issue technical guidelines for prevention of occupational disease
and accidents.

Enlist assistance of GO's and NGO's in achieving the objectives of the Center.

Perform such other acts appropriate for attainment of the above functions and
enforcement of the provisions of Executive Order 307.

Overseas Workers Welfare Administration (OWWA)

The Overseas Workers Welfare Administration (OWWA), an attached agency of the

Department of Labor and Employment (DOLE), is the lead government agency tasked to
protect and promote the welfare and well-being of Overseas Filipino Workers (OFWs) and
their dependents.
OWWA Mandate
The agency has two-fold mandate:
a. Delivery of welfare services and benefits; and
b. Ensuring capital build-up and fund viability

Objectives:
a. Protect the interest and promote the welfare of OFWs in recognition of their valuable
contribution to the overall development effort;
b. Facilitate the implementation of the provisions of the Labor Code concerning the
responsibility of the government to promote the well-being of OFWs;
c. Provide social and welfare services to OFWs, including insurance, social work
assistance, legal assistance, cultural services, and remittance services;
d. Ensure the efficiency of collection and the viability and sustainability of the fund
through sound and judicious investment and fund management policies;
e. Undertake studies and researches for the enhancement of their social, economic and
cultural well-being; and
f. Develop, support and finance specific projects for the welfare of OFWs.

Vision and Mission

OWWA develops and implements responsive programs and services while ensuring fund
viability towards the protection of the interest and promotion of the welfare of its
member-OFWs.
OWWA is the lead membership welfare institution that serves the interest and welfare of
member-Overseas Filipino Workers (OFWs).
OWWA commits to a fund stewardship that is transparent, judicious, and responsive to
the requirements of the member-OFWs.

Quality Policy

The Overseas Workers Welfare Administration commits to the promotion and protection
of the welfare and interest of the OFWs, in general, and its members in particular; the
continual improvements in its programs and services, systems and procedures; and the
continuous build-up of the fund to ensure its viability.
OWWA aims to achieve total satisfaction of its external and internal clients.
OWWA is commited:
To a leadership that is guided by the principles of good governance;
To a fund stewardship that is transparent and judicious;
To continuous improved system of service delivery to better serve its clients;
To utilize properly all its resources, including the development of its human
resources; and
To maintain its good image to the stakeholders and its publics.

Philippine Overseas Employment Administration (POEA)

Vision
Excellence in governance for world-class Filipino migrant workers.
Mission
POEA connects to the world and in partnership with all stakeholders, facilitates the
generation and preservation of decent jobs for Filipino migrant workers, promotes their
protection and advocates their smooth reintegration into Philippine society.
Quality Statement
We pursue exellence in governance to satisfy our customers.
We achieve this by:
Providing effective and efficient services.
Operating within the requirement and standards governing overseas employment
Empowering our human resources
Assuring continual improvement using ISO 9001:2008

Program Thrusts
Industry Regulation

Continuing Agency Education and Agency Performance Evaluation/Ranking and

Classification System
- Pre-application orientation seminar
- Labor market fora
- Seminar on best recruitment practices

Implementation of comprehensive case management program

- Conciliation
- Adjudication
- Monitoring of appeals
- Enforcement of decisions
Employment Facilitation

Facilitation of 1 million OFW deploymentM

- Dispatch of technical marketing missions

- Intensify marketing intelligence work
- Pursue bilateral/multi-lateral agreements
- Encourage visit of foreign govts and employers
- Strengthen linkages with education and training sector
- Enhance coordination with host governments
- Enforce policy on skills competencies
Workers Protection

Global OFW mapping and profiling

- Fast track information on OFWs worldwide, their work sites, skills, and gender.
The target countries for 2008 are:
KSA, JAPAN, TAIWAN, UAE, KUWAIT, QATAR, HONG KONG, LEBANON, SOUTH KOREA,
BAHRAIN, SINGAPORE, JORDAN, ISRAEL, OMAN, UK, USA, MALAYSIA, BRUNEI,
CYPRUS, CANADA, AUSTRALIA, RUSSIA, AFGHANISTAN, ALGERIA, ANGOLA, IRAN,
IRAQ, NIGERIA, YEMEN

Intensification of AIR campaign

PREVENTIVE
- Pre-employment orientation seminars
- Illegal recruitment free-LGUs
- Multi-media information and education program
REMEDIAL
- Legal assistance to IR victims
- Surveillance/Entrapment operations
- Arrests
- Prosecution
- Closure of establishments

Implementation of incentive program for victims and witnesses of illegal

recruitment

- Payment of docket fees and other court or legal fees

- Employment without placement fees

Provision of on-site remedies to OFWs to file complaints against employer or

agency
-OFWs may file complaints for violations of POEA rules against principal, employer,
and/or Philippine recruitment agency at the Philippine Overseas Labor Office s
(POLOs)

Core Functions
Industry Regulation

Issues license to engage in overseas recruitment and manning to private

recruitment agencies and ship manning companies

Hears and arbitrates complaints and cases filed against recruitment and manning
agencies, foreign principals and employers, and overseas workers for reported
violation of POEA rules and regulations, except for money claims

Implements a system of incentives and penalty for private sector participants

Sets minimum labor standards

Monitors overseas job advertisements on print, broadcast and television

Supervises the governments program on anti-illegal recruitment

Imposes disciplinary actions on erring employers and workers and seafarers

Employment Facilitation

Accredits/ registers foreign principals and employers hiring Filipino workers

Approves manpower requests of foreign principals and employers

Evaluates and processes employment contracts

Assists departing workers at the ports of exit

Develops and monitors markets and conducts market research

Conducts marketing missions

Enters into memorandum of understanding on the hiring of Filipino workers with

laborreceiving countries

Facilitates the deployment of workers hired through government-to-government

arrangement

Provides a system of workers registry

Workers Protection

Intensifies public education and information campaign

Conducts pre-employment orientation and anti-illegal recruitment seminars

nationwide

Conducts Pre-Deployment Orientation Seminars (PDOS) to workers hired through

the government-to-government arrangement and name hires

Provides technical assistance in the drafting of bilateral and multilateral

agreements

Provides legal assistance to victims of illegal recruitment

OFW global mapping and profiling

Implements gender-sensitive programs

Networks with non-government organizations, workers organizations, etc.

Provides repatriation assistance

Provides a system of workers registry

General Administration and Support Services

Human Resources Development

Property and Supplies Management

Financial Management

Information and Communication Technology

Plans and Policy Development

Quality Management System

Function

The main purpose of creating this agency is to respond to changing markets and
economic condition, and to strengthen the workers protection and regulatory
components of the overseas employment program.
Professional Regulation Commission (PRC)
Function
Quasi-Judical

Investigates cases against erring examinees and professionals. Its decisions have the
force and effect of the decisions of a court of law, with the same level of authority as a
Regional Trial Court. After the lapse of the period within which to file an appeal,
Commission decisions become final and executory.
Quasi-Legislative

Formulates rules and policies on professional regulation. When published in the official
gazette, these rules have the force and effect of law.
Executives

Administer, implements, and enforces the regulatory policies of the national government,
including the maintenance of professional and occupational standards and ethics and the
enforcement of the rules and regulations relative thereto.

Technical Education and Skills Development Authority (TESDA)

Mandate
The Technical Education and Skills Development Authority (TESDA) is mandated to
provide quality technical education and skills development to the people in the
Autonomous Region. As such, it shall:
Promote and strengthen the quality of technical education and skills development
programs to attain local
and global competitiveness;
Focus technical education and skills development on meeting the changing demands
for quality middle level manpower; and
Encourage critical thinking by imparting scientific knowledge among middle level
manpower.
Powers and Main Function

The Technical Education and Skills Development Authority shall:

Manage and regulate the Technical-Vocational Education and Training (TVET) Sector in
the ARMM through accreditation and registration of all TVET program offerings,
compliance audits, trainers and assessors trainings, among others. The Authority, in the
performance of this function, shall apply the national established accreditation and
registration procedures and requirements until the TESDA Board shall have adopted
relevant policies, rules and regulations on the matter.
Address gaps in the formal TVET sector through the conduct of skills trainings in its
training centers and in the communities.
Ensure TVET quality through the provision of standards and system development
services relevant to global, national and regional demands provided that regional
standard shall not be less than that those set by TESDA National.
Conduct of National Competency Assessment and Certification of workers and TVET
graduates.
Develop comprehensive training syllabi incorporating desirable work values through
the development of moral character with emphasis on work ethics, discipline, selfreliance and deep sense of nationalism; and
Promote and encourage partnership with various stakeholders, LGUs and other civic
organizations in order to ensure the effective implementation of the powers and
functions of the Authority.