LABOREL • Did not go to work
No work no pay, unless there is a
Regular Holiday Pay
• Did not go to work
Basic wage/Daily rate + Cost of
Living Allowance (COLA)
(P512+P10) = P522
• Worked 8 hours
(Daily rate + COLA) x 2
( P512 + P10) = P522 x2 = P1,044
• Worked overtime (i.e. more than 8
hours)
[(Basic wage + COLA) x 2] + (Basic
hourly rate x Number of excess hours
x 2.6)
Overtime: 2 hours (P512+P10)x2 =
1,044
64/per hour x 2 hours x 2.6= 332.8
Total: P 1, 376.8
• Did not go to work
Basic wage/Daily rate + Cost of
Living Allowance (COLA)
(P512+P10) = P522
• Worked 8 hours
(Daily rate + COLA) x 2
( P512 + P10) = P522 x2 = P1,044
• Worked overtime (i.e. more than 8
hours)
[(Basic wage + COLA) x 2] + (Basic
hourly rate x Number of excess hours
x 2.6)
Overtime: 2 hours
(P512+P10)x2 = 1,044
64/per hour x 2 hours x 2.6= 332.8
Total: P 1, 376.8
Special Non-Working Holiday
favorable company policy, practice, or
collective bargaining agreement
(CBA) granting payment on a special
day.
• Worked 8 hours
[(Daily rate x 1.3) + COLA]
[(64 x 1.3) + 10] = 675.6
• Worked overtime (i.e. more than 8
hours)
[(Daily rate x 1.3) + COLA] + (Daily
rate x 1.69 x Number of excess hours)
[ 675.6] + (64 x 1.69 x 2 hours OT) =
216.32 = 891.92
• Worked 8 hours on a rest day (special
non-working day and rest day at the
same time)
[(Daily rate x 1.5) + COLA]
(768)+10 = 778
• Worked overtime on a rest day
(special non-working day and rest day
at the same time)
[(Daily rate x 1.5) + COLA] + (Basic
hourly rate x 1.95 x Number of excess
hours)
(778)+ (64 x 1.95 x 2 hours OT)
=249.6 = 1,027.6
Service Charge
- The rule shall apply only to establishments
collecting service charge
Employee Coverage: All employees of
covered employers, regardless of their
positions, designation or employment status,
and irrespective of the method y which their
wages are paid except managerial employees.
How much is a service charge?
• All service charges collected are to be
distributed at the rate of 85 percent for
the employees, and 15 percent for the
 management.
• Shall be appropriated equally among
all employees, regardless of position
or employment status who are
receiving 2,000 pesos per month or
less.*
• Shares shall be distributes and paid to
the employees not less than once
every two weeks or twice a month at
intervals not exceeding 16 days
• In case the service charge is abolish,
the service charges of the employees
shall be integrated in their wages.
Integration shall be based on the
average monthly share of each
employee for the past twelve months
immediately preceding the abolition
of the service charge
Maternity Leave
• All service charges collected are to be
distributed at the rate of 85 percent for
the employees, and 15 percent for the
management.
• Shall be appropriated equally among
all employees, regardless of position
or employment status who are
receiving 2,000 pesos per month or
less.*
• Shares shall be distributes and paid to
the employees not less than once
every two weeks or twice a month at
intervals not exceeding 16 days
• In case the service charge is abolish,
the service charges of the employees
shall be integrated in their wages.
Integration shall be based on the
average monthly share of each
employee for the past twelve months
immediately preceding the abolition
of the service charge
Leave may be extended without pay on
account of illness medically certified
to arise out of the pregnancy, delivery,
abortion or miscarriage, which renders
the woman unfit for work*
The maternity leave shall be paid by the
employer for the first 4 deliveries by a
woman employee
RA 7322 amended
The maternity leave shall be paid by the
employer for the first 4 deliveries by a
woman employee
Distribution:
1. Employees shall have notified the
employer of her pregnancy and the
probable date of her childbirth
2. That the payment shall be advanced
by the employer in two equal
installments within 30 days from the
filing of maternity leave application
3. In case of cesarean delivery, the
employee shall be paid daily maternity
benefit for 78 days
4. That payment of daily maternity
benefit shall be a bar to the recovery
of sickness benefits provided by this
Act for the same compensable period
 of sixty days for the same childbirth,
miscarriage or abortion
5. The maternity benefits shall be only
for the first four deliveries
6. The SSS shall immediately reimburse
the employer of 100% of the amount
of maternity benefits advanced to the
employee by the employer upon
receipt of satisfactory proof of such
payment and legality
7. That if an employee should give birth
or suffer abortion or 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 would
otherwise have been entitled to, and
the SSS shall in turn pay such amount
to the employee concerned.
Paternity Leave
• Benefits granted to a married male
employee
• 7 days of leave with full compensation
for first 4 deliveries of the legitimate
spouse
Penalty to employer:
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 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.
Solo Parent’s Welfare Act
- provides for benefits and privileges to solo
parents and their children. It aims to
develop a comprehensive package of social
development and welfare services for solo
parents and their children to be carried out
by the Department of Social Welfare and
Development (DSWD), as the lead agency,
various government agencies including
NSO and other related NGOs.
- Who are qualified:
1. A woman who gives birth as a result of
rape and other crimes against chastity even
without a final conviction of the offender,
provided that mother keeps and raises the
child.
2. Parent left solo or alone with the
responsibility of parenthood due to the
following circumstances:
a.Due to death of spouse.
b. Spouse is detained or is
serving sentence for a criminal
conviction for at least one (1) year.
c. Physical and/or mental
incapacity of spouse as certified by
a public medical practitioner.
 d. Legal separation or de - Parental leave: In addition to leave
facto separation from spouse for at privileges under existing laws, parental
least one (1) year, as long as he/she leave of not more than seven (7) working
is entrusted with the custody of the days every year shall be granted to any
children. solo parent employee who has rendered
service of at least one (1) year.
e. Declaration of nullity
or annulment of marriage as
decreed by a court or by a church
-
as long as he/she is entrusted with
the custody of the children.

3. Unmarried mother/father who has preferred

to keep and rear her/his child/children instead
of having others care for them or give them
up to a welfare institution.

4. Any other person who solely provides

parental care and support to a child or
children.

5. Any family member who assumes the

responsibility of head of family as a result of
the
death, abandonment, disappearance or
prolonged absence of the parents or solo
parent.

- Flexible Work Time Schedule (section 6):

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.

- 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.