Labor Archives

Mar 18, 2020 10:39 AM




Source: http://nwpc.dole.gov.ph/

Mar 18, 2020 10:08 AM

News Release
Department of Labor and Employment
23 January 2020

Plus 30% wage awaits workers on Chinese New Year

Workers who will report to work on January 25 which is observed as Chinese New Year will get full pay plus 30 percent of their basic pay.

This was reiterated by Labor Secretary Silvestre H. Bello III as he prompted employers to observe the proper payment of wages on the said date which is a Special (Non-Working) Day.

In Labor Advisory No. 2 issued on January 20, DOLE reminded that employees who will work on Chinese New Year shall be paid an additional 30 percent of their basic wage in the first eight hours. Their basic wage shall be multiplied by 130 percent plus COLA.

The advisory further reminds that if the employee did not work, the “no work, no pay” principle shall apply unless there is a favorable company policy, practice or a collective bargaining agreement (CBA) granting payment on a special day.

If they work in excess of eight hours, they will be paid an additional 30 percent on their hourly rate.

For work done during a special day that also falls on the workers’ rest day, they shall be paid an additional 50 percent of their basic wage on the first eight hours of work, and if done in excess of eight hours (overtime work), they shall be paid an additional 30 percent of their hourly rate.

Thus, the computation will be ‘hourly rate of the basic wage x 150 percent x 130 percent x number of hours worked.’

The pay rules for January 25 Special non-working day is pursuant to Proclamation No. 855 issued by President Rodrigo Roa Duterte. # # #GSR

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Dagdag 30% na sahod, nag-aantay sa manggagawa sa Chinese New Year

Ang mga manggagawang magtatrabaho sa Enero 25 na araw ng pagdiriwang ng Chinese New Year ay makatatanggap ng buong sahod at dagdag na 30 porsiyento ng kanilang basic pay.

Ito ang sinabi ni Labor Secretary Silvestre Bello III kasabay ng paalala sa mga employer na sumunod sa tamang panuntunan ng pasahod sa nasabing araw na idineklara bilang Special (Non-Working) Day.

Sa Labor Advisory No. 2, nagpaalala ang DOLE sa mga manggagawa na magtatrabaho sa Chinese New Year na dapat silang bayaran ng karagdagang 30 porsiyento ng kanilang basic wage sa unang walong oras. Ang kanilang basic wage ay dapat i-multiply sa 130 porsiyento at may COLA.

Inabisohan rin ang mga empleyado na hindi papasok na ang patakaran na ‘no work, no pay’ ang dapat gamitin maliban lamang kung may polisiya ang kompanya o collective bargaining agreement (CBA) na nagtatakda ng kabayaran para sa special holidays.

Kung nagtrabaho naman ng lagpas sa walong oras, dapat bayaran ang empleyado ng karagdagang 30% ng kanyang arawang sahod para sa unang walong oras o [(Arawang Sahod x 130%) + COLA].

Para sa trabahong ginampanan para sa mga nasabing araw na siya ring araw ng pahinga ng empleado, dapat siyang bayaran ng karagdagang 50% ng kanyang arawang kita para sa unang walong oras, o [(Arawang sahod x 150%) + COLA].

Samantalang para sa trabaho na mahigit sa walong oras (overtime), siya ay dapat bayaran ng karagdagang 30% ng kanyang orasang kita, o [(Orasang kita ng kanyang arawang sahod x 150% x 130% x bilang ng oras na trinabaho)].

Ang panuntunan sa pasahod para sa Enero 25 na Special non-working day ay alinsunod sa Proclamation No. 855 na inilabas ni Pangulong Rodrigo Roa Duterte.

# # #GSR/Paul Ang

Source: http://www.dole.gov.ph/

Mar 18, 2020 10:07 AM

News Release
Department of Labor and Employment
December 29, 2019

Double pay for work on New Year’s Day

Private sector workers who will report for work on January 1 (New Year’s Day), which is a regular holiday, should get paid twice their regular daily wages, the labor department reminded employers.

This is contained in Labor Advisory No. 13, series of 2019, issued by Labor Secretary Silvestre Bello III to guide employers on the proper payment of wages for the regular and special (non-working) days for the year 2020.

The advisory is pursuant to Proclamation No. 845 signed by President Rodrigo Duterte on November 15, 2019.

Employees who will report for work on January 1 shall be paid 200 percent of their wage for the first eight hours [(basic wage + COLA) x 200%]; while employees who will not work shall be paid 100 percent of their wage for that day [(Basic wage + COLA) x 100%].

As to employees who will render overtime work, they shall be paid an additional 30 percent of their hourly rate on said day [Hourly rate of the basic wage x 200% x 130% x number of hours worked].

Meanwhile, employees who will work on a regular holiday that also falls on their rest day shall be paid an additional 30 percent of their basic wage of 200 percent, [(basic wage + COLA) x 200%] + [30% (basic wage x 200%)].

Lastly, employees who will render overtime work on a regular holiday that also falls on their rest day shall be paid an additional 30 percent of their hourly rate on the said day [Hourly rate of the basic wage x 200% x 130% x 130% x number of hours worked].

END/aldm

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Dobleng bayad kapag nagtrabaho sa Bagong Taon

Ang mga manggagawa na magtatrabaho sa Enero 1 (Bagong Taon), isang regular holiday, ay dapat makatanggap ng dobleng bayad ng kanilang regular na arawang sahod, paalala ng labor department sa mga employer.

Ito ay nakasaad sa Labor Advisory No. 13, series of 2019, na inisyu ni Labor Secretary Silvestre Bello III upang gabayan ang mga employer sa tamang pagbabayad ng sahod para sa regular at special (non-working) days para sa taong 2020.

Ang advisory ay alinsunod sa Proclamation No. 845 na nilagdaan ni Presidente Rodrigo Duterte noong Nobyembre 15, 2019.

Ang mga empleyado na magtatrabaho sa Enero 1 ay dapat bayaran ng 200 porsiyento ng kanilang sahod para sa unang walong oras [(arawang sahod + COLA) x 200%]; samantalang ang mga empleyado na hindi magtatrabaho ay dapat bayaran ng 100 porsiyento ng kanilang sahod para sa nasabing araw [(arawang sahod + COLA) x 100%].

Para sa mga empleyado na magtatrabaho ng higit sa walong oras (overtime), dapat silang bayaran ng karagdagang 30 porsiyento ng kanilang orasang sahod sa nasabing araw [Orasang kita ng kanyang arawang sahod x 200% x 130% x bilang ng oras na trinabaho].

Samantala, ang mga empleyado na magtatrabaho sa regular holiday at ito rin ang araw ng kanilang pahinga ay dapat bayaran ng karagdagang 30 porsiyento ng kanilang arawang sahod ng 200 porsiyento [(arawang sahod + COLA) x 200%] + [30% (arawang sahod x 200%)].

Panghuli, ang empleyado na magtatrabaho ng mahigit sa walong oras (overtime) sa regular holiday at ito rin ay araw ng kanilang pahinga ay dapat bayaran ng karagdagang 30 porsiyento ng kanilang orasang sahod sa nasabing araw [Orasang sahod ng arawang kita x 200% x 130% x 130% x bilang ng oras na trinabaho].

END/aldm/gmeav

Source: http://www.dole.gov.ph/

Mar 18, 2020 10:06 AM

News Release
Department of Labor and Employment
16 December 2019

Holiday pay rules out

The labor department reminded private sector employers to properly pay their workers who will report for work during the December holidays.

To guide employers, Labor Secretary Silvestre Bello III issued Labor Advisory No. 12, series of 2019, which prescribes the proper payment of wages for the special non-working days on December 8, 24, and 31; and for the regular holidays on December 25 and 30.

The advisory is pursuant to Proclamation No. 555 signed by President Rodrigo Duterte on August 15, 2018.

For the special non-working days on December 8 (Feast of the Immaculate Conception), December 24 (Additional Special Non-Working Day), and December 31 (Last Day of the Year), the following pay rules shall apply:

If the employee did not work, the “no work, no pay” principle shall apply, unless there is a company policy, practice, or collective bargaining agreement (CBA) granting payment on a special day.

For work done during the special day, he/she shall be paid an additional 30 percent of his/her basic wage on the first eight hours of work [(basic wage x 130%) + COLA].

For work done in excess of eight hours (overtime work), he/she shall be paid an additional 30 percent of his/her hourly rate on the said day [hourly rate of the basic wage x 130% x 130% x number of hours worked].

If an employee works on a special day that also falls on his/her rest day, he/she shall be paid an additional 50 percent of his/her basic wage on the first eight hours of work [(basic wage x 150%) + COLA].

For overtime work on a special day that also falls on his/her rest day, he/she shall be paid an additional 30 percent of his/her hourly rate on the said day [Hourly rate of the basic wage x 150% x 130% x number of hours worked].

Meanwhile, for work done during the regular holiday on December 25 (Christmas Day) and December 30 (Rizal Day), the employee shall be paid 200 percent of his/her wage for the first eight hours [(basic wage + COLA) x 200%].

If the employee did not work, he/she shall be paid 100 percent of his/her wage for that day [(Basic wage + COLA) x 100%].

For overtime work (work done in excess of eight hours), he/she shall be paid an additional 30 percent of his/her hourly rate on said day [Hourly rate of the basic wage x 200% x 130% x number of hours worked].

If an employee works on a regular holiday that also falls on his/her rest day, he/she shall be paid an additional 30% of his/her basic wage of 200% [(basic wage + COLA) x 200%] + [30% (basic wage x 200%)].

For overtime work on a regular holiday that also falls on his/her rest day, he/she shall be paid an additional 30 percent of his/her hourly rate on the said day [Hourly rate of the basic wage x 200% x 130% x 130% x number of hours worked]. END/aldm

Source: http://www.dole.gov.ph/

Feb 12, 2020 04:20 AM

Foreign nationals who intend to work in the Philippines are now required to secure a Certificate of No Objection from the labor department before they can be issued the appropriate visa and permits from concerned government agencies.

The rule is spelled out in Department Order No. 205, series of 2019 or the ‘Implementing Guidelines on the Issuance of Certificate of No Objection on the Applications for Work-Related Permits, Visas, and Authorities of Foreign Nationals’ issued by Labor Secretary Silvestre Bello III.

A CNO is necessary to prove that no individual objects or protests against the interest of the foreign nationals to work in the Philippines and perform their desired jobs.

The guidelines cover personnel, participants, trainees, professors, technicians, and fellows entitled to 47(a)(2) visa under certain entities and programs of the Codified Visa Rules and Regulations of 2002 of the DFA, and foreign nationals employed and/or seconded in a foreign enterprise that has existing agreement, understanding or document of similar nature with the Philippine government agencies.

Foreign applicants are required to submit to the DOLE Regional Offices, which has jurisdiction on their intended area of worksite, a letter request from the foreign enterprise/ entity or project implementer; photocopy of passport bio page and entry visa/ latest admission with valid authorized stay, and a certified true copy of notarized contract of employment between the foreign national and its enterprise/ entity.

The DOLE Regional Office shall grant or deny the issuance of CNO to the foreign national applicant within three working days after the receipt and evaluation of the complete documentary requirements and payment of the corresponding fee.

The DOLE regional director may deny the request for CNO of a foreign national if the labor department has received a meritorious objection or information on the employment of the applicant; misrepresentation of facts and submission of fraudulent documents; and derogatory information from the National Intelligence Coordinating Agency (NICA).

Meanwhile, those who are exempted from securing CNO from DOLE are scholars, students, volunteers and personnel of International Organizations entitled to 47(a)(2) visa, foreigners exempted under Sec. 7 of the JMC No. 001, s. of 2019, and those who are required to secure an Alien Employment Permit (AEP).

Source: http://www.dole.gov.ph/

Nov 20, 2019 03:35 AM

At least 6,000 foreign nationals employed in the Philippine offshore gaming operations (POGOs) are undocumented, the Department of Labor and Employment (DOLE) disclosed on Tuesday during the Senate deliberation on the P14.42-billion proposed budget of the DOLE for 2020.


Department of Labor and Employment (MANILA BULLETIN)

Senator Joel Villanueva, who presided over the hearing as finance committee vice chairman, had asked labor officials for updates on the DOLE’s efforts against the country’s continuing problem on illegal foreign workers who are mostly employed in the thriving POGO industry.

DOLE-Bureau of Local Employment Director Dominique Tutay said that as of June this year, the department has inspected 177 POGO service providers employing 57,288 workers.

Of the 57,288, Tutay said 8,371 foreign workers have no alien employment permit (AEPs) or special working permits (SWPs).

An AEP is given by the DOLE to a foreigner whose job is highly-technical and specialized and cannot be performed by Filipinos. The permit is a requirement for the application for work visas.

An SWP, meanwhile, is issued by the Bureau of Immigration (BI) for foreign workers who have tourist visas and seek employment for three to six months.

Tutay said they summoned the employers of the more than 8,000 illegal foreign workers to check their employees’ compliance to the country’s immigration laws. Some 1,693 of these foreign workers have since have secured AEPs.

“So the difference now is 6,678 foreign nationals na hindi po talaga nagcomply (who really failed to comply),” Tutay said.

She said they have referred last month the erring foreign workers to the BI for proper disposition.

According to the DOLE, there are 218 registered POGO service providers in the country, two of which are not operating at present.

This does not include the 60 POGO operators licensed by the Philippine Amusement and Gaming Corporation (Pagcor).

Tutay said there are 83,999 workers in the POGO sector, 70,113 of which are foreigners, mostly Chinese (88 percent, or 61,878). A total of 13,886 of the POGO workers are Filipinos.

The agency has so far distributed 51,172 AEPs to foreign workers in the country.

Villanueva found the number of undocumented foreign workers “unacceptable” saying that the country is losing P2 billion a month from the unpaid taxes of the POGO workers.

He continued to hit the BI for issuing 101,385 SWPs to foreign workers. The chair of the Senate labor committee maintained that the DOLE should have the sole authority to vet foreign nationals who seek to engage gainful employment in the country.

Tutay, however, said the number of SWPs issued has “drastically gone down” to only 127 in August. She attributed this to the government’s newly-formed policy excluding POGO workers from those who could be given the short-term work permits.

“Hanggang ngayon, patuloy pa rin tayong naniniwala na ilegal ito at hindi po ito parte ng charter ng BI (Until now I believe that the issuance is illegal and not part of the BI’s charter),” Villanueva said.

Source: http://www.pna.gov.ph/

Nov 20, 2019 03:31 AM

There are three holidays in the month of November, the subject of the latest advisory of the labor department prescribing proper payment of wages for private sector workers nationwide.

In Labor Advisory No. 11 issued by Labor Secretary Silvestre Bello III, employers are reminded to observe and implement the proper payment of wages to their workers during the observance of All Saints Day and All Souls Day on November 1 and 2, respectively, and Bonifacio Day on November 30.

The advisory is pursuant to presidential Proclamation No. 555 declaring November 1 and 2 as special non-working holiday, and November 30 as regular holiday in commemoration of the birthday of revolutionary hero Andres Bonifacio.

To guide employers and workers in the computation of proper wages during the holidays, the following rules were prescribed:

For November 1, and 2 special non-working holidays, the following payment of wages should be observed:

If the employee did not work, the “no work, no pay” principle shall apply, unless there is a favorable company policy, practice, or collective bargaining agreement (CBA) granting payment on a special day.

While, for work done during the special day, the workers shall be paid an additional 30 percent of their daily rate on the first eight hours of work. [(Basic wage x 130%) + COLA)];

For work done in excess of eight hours (overtime work), the workers will be paid an additional 30 percent of their hourly rate on said day. (Hourly rate of the basic wage x 130% x 130% x number of hours worked).

For work done during a special day that also falls on the workers’ rest day, they shall be paid an additional 50 percent of their daily rate on the first eight hours of work, [(Basic wage x 150%) + COLA)]; and

For work done in excess of eight hours (overtime work) during a special day that also falls on the workers’ rest day, they shall be paid an additional 30 percent of their hourly rate on said day, (Hourly rate of the basic wage x 150% x 130% x number of hours worked).

While for November 30, a regular holiday, employers should implement the following pay rules:

If the employee did not work, he or she shall be paid 100 percent of his or her salary for that day [(Basic wage + COLA) x 100 percent]; however, if the employee worked on the said holiday, he or she shall be paid 200 percent of his or her regular salary for that day for the first eight hours [(Basic wage + COLA) x 200 percent].

In addition, if the employee worked in excess of 8 hours (overtime work), he or she shall be paid an additional 30 percent of his or her hourly rate on said day (hourly rate of the basic wage x 200 percent x 130 percent x number of hours worked).

If the employee worked during a regular holiday that also falls on his or her rest day, he or she shall be paid an additional 30 percent of his or her daily rate of 200 percent [(Basic wage + COLA) x 200 percent] + [30 percent (Basic wage x 200 percent)].

Furthermore, if the employee worked in excess of 8 hours (overtime work) during a regular holiday that also falls on his or her rest day, he or she shall be paid an additional 30 percent of his or her hourly rate on said day (hourly rate of the basic wage x 200 percent x 130 percent x 130 percent x number of hours worked). #Paul Ang

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Panuntunan ng pasahod para sa November holidays, inilabas

Mayroong tatlong holidays sa buwan ng Nobyembre na siyang paksa ng advisory ng Department of Labor and Employment na nagtatakda ng tamang pagbabayad ng suweldo para sa mga manggagawa sa pribadong sektor sa buong bansa.

Sa Labor Advisory No. 11 na inisyu ni Labor Secretary Silvestre Bello III, pinaalalahanan ang mga employer na sundin at ipatupad ang tamang pasahod sa kanilang manggagawa sa paggunita sa All Saints Day at All Souls Day sa Nobyembre 1 at 2, at sa Bonifacio Day sa Nobyembre 30.

Alinsunod ang advisory sa Presidential Proclamation No. 555 na nagdedeklara sa Nobyembre 1 at 2 bilang special non-working holiday, at Nobyembre 30 bilang regular holiday para sa pag-alala sa kaarawan ng revolutionary hero na si Andres Bonifacio.

Upang gabayan ang mga employer at manggagawa para sa tamang pagkalkula ng suweldo sa mga nasabing holiday, itinatakda ang mga sumusunod:

Para sa Nobyembre 1 at 2 na special non-working holiday, ang mga sumusunod ay dapat sundin:

Kung ang empleyado ay hindi nagtrabaho, ang patakaran na ‘no work, no pay’ ang dapat gamitin maliban lamang kung may polisiya ang kompanya o collective bargaining agreement (CBA) na nagtatakda ng kabayaran para sa special holidays.

Ang patakaran para sa mga nasabing holidays para sa ginampanang trabaho, dapat bayaran ang empleado ng karagdagang 30% ng kanyang arawang sahod para sa unang walong oras o [(Arawang Sahod x 130%) + COLA].

Habang ang trabahong ginampanan ng mahigit sa walong oras (overtime), siya ay dapat bayaran ng karagdagang 30% ng kanyang orasang kita o [(Orasang kita ng kanyang arawang sahod x 130% x 130% x bilang ng oras na trinabaho)].

Para sa trabahong ginampanan para sa mga nasabing araw na siya ring araw ng pahinga ng empleado, dapat siyang bayaran ng karagdagang 50% ng kanyang arawang kita para sa unang walong oras, o [(Arawang sahod x 150%) + COLA].

Samantalang para sa trabaho na mahigit sa walong oras (overtime), siya ay dapat bayaran ng karagdagang 30% ng kanyang orasang kita, o [(Orasang kita ng kanyang arawang sahod x 150% x 130% x bilang ng oras na trinabaho)].

Para naman sa Nobyembre 30, isang regular holiday, dapat ipatupad ng mga employer ang mga sumusunod na panuntunan sa pasahod:

Kapag ang empleyado ay hindi nagtrabaho, babayaran pa rin siya ng 100 porsiyento ng kanyang suweldo para sa isang araw, gayundin ng kanyang Cost of Living Allowance [(Arawang suweldo + COLA) x 100%];

Kapag pumasok naman ang empleyado sa trabaho, babayaran siya ng 200 porsiyento ng kanyang suweldo para sa isang araw para sa unang walong oras ng trabaho, gayundin ng kanyang COLA [(Arawang suweldo + COLA) x 200%].

Kapag ang empleyado ay nagtrabaho nang lagpas sa walong oras, babayaran siya ng karagdagang 30 porsiyento ng kanyang hourly rate (Hourly rate ng arawang suweldo x 200% x 130% x bilang ng oras na tinrabaho).

Kapag ang empleyado ay nagtrabaho at nataon na ang mga araw na ito ay kanyang day-off o rest day, tatanggap siya ng karagdagang 30 porsiyento ng kanyang arawang sahod na 200 porsiyento [(Arawang suweldo + COLA) x 200%] + [30% (Arawang suweldo x 200%)];

Sakali namang mataon na day-off ng empleyado at nagtrabaho siya ng overtime, tatanggap siya ng karagdagang 30 porsiyento ng kanyang hourly rate para sa nasabing araw (Hourly rate ng arawang suweldo x 200% x 130% x 130% bilang ng oras na tinrabaho).

Source: http://www.pna.gov.ph/

Nov 20, 2019 03:29 AM

Women workers and employees are entitled to receive tax-free maternity benefits under the expanded maternity leave law, according to the labor department.

In Department Advisory No. 01-A, Series of 2019, Labor Secretary Silvestre Bello III said the salary differential paid by the private sector employer to women employees availing of the expanded maternity leave is exempt from income and withholding taxes.

The salary differential is the difference between the full salary of the female worker during her maternity leave and the actual cash benefits received from the Social Security System.

The department advisory is pursuant to Revenue Memorandum Circular No. 105-2019 issued by the Bureau of Internal Revenue which clarifies the proper tax treatment of maternity leave benefits under the 105-Day Expanded Maternity Leave Law.

According to the memorandum circular, the provisions of RA 11210 and its implementing rules and regulations jointly issued by the Civil Service Commission, Department of Labor and Employment, and Social Security System prescribe that workers availing of the maternity leave period and benefits must receive their full pay.

The advisory amends Department Advisory No. 01 Series of 2019 in so far as the tax treatment of salary differential is concerned.

END/aldm

Source: http://www.pna.gov.ph/

Nov 20, 2019 03:28 AM

Foreign nationals who intend to work in the Philippines are now required to secure a Certificate of No Objection from the labor department before they can be issued the appropriate visa and permits from concerned government agencies.

The rule is spelled out in Department Order No. 205, series of 2019 or the ‘Implementing Guidelines on the Issuance of Certificate of No Objection on the Applications for Work-Related Permits, Visas, and Authorities of Foreign Nationals’ issued by Labor Secretary Silvestre Bello III.

A CNO is necessary to prove that no individual objects or protests against the interest of the foreign nationals to work in the Philippines and perform their desired jobs.

The guidelines cover personnel, participants, trainees, professors, technicians, and fellows entitled to 47(a)(2) visa under certain entities and programs of the Codified Visa Rules and Regulations of 2002 of the DFA, and foreign nationals employed and/or seconded in a foreign enterprise that has existing agreement, understanding or document of similar nature with the Philippine government agencies.

Foreign applicants are required to submit to the DOLE Regional Offices, which has jurisdiction on their intended area of worksite, a letter request from the foreign enterprise/ entity or project implementer; photocopy of passport bio page and entry visa/ latest admission with valid authorized stay, and a certified true copy of notarized contract of employment between the foreign national and its enterprise/ entity.

The DOLE Regional Office shall grant or deny the issuance of CNO to the foreign national applicant within three working days after the receipt and evaluation of the complete documentary requirements and payment of the corresponding fee.

The DOLE regional director may deny the request for CNO of a foreign national if the labor department has received a meritorious objection or information on the employment of the applicant; misrepresentation of facts and submission of fraudulent documents; and derogatory information from the National Intelligence Coordinating Agency (NICA).

Meanwhile, those who are exempted from securing CNO from DOLE are scholars, students, volunteers and personnel of International Organizations entitled to 47(a)(2) visa, foreigners exempted under Sec. 7 of the JMC No. 001, s. of 2019, and those who are required to secure an Alien Employment Permit (AEP).

#Paul Ang

Source: http://www.pna.gov.ph/

Aug 08, 2019 08:51 AM

MANILA — The Department of Labor and Employment (DOLE) remains steadfast on the commitment of President Rodrigo Duterte to end contractualization by providing contractual workers regular status in their jobs.

In a letter to National Task Force to End Local Communist Armed Conflict (NTF-ELCAC) Executive Director Allen Capuyan, DOLE Secretary Silvestre Bello III said several measures were implemented to stop contractualization.

“To protect and respect all rights at work, the DOLE strictly enforced compliance to labor laws and standards through its labor inspection system,” he said.

“The DOLE remains aggressive (in) its efforts to realize the President’s directive in ending endo and other forms of illegal contracting arrangements through strict enforcement of labor standards as well as development of enabling policies to protect workers’ right to security of tenure,” the labor chief added.

Bello said the department has inspected some 184,539 establishments covering 12.196 million workers nationwide, as a result of its intensified inspection of private establishments to ensure compliance with labor law standards.

He added that 474,329 workers have been regularized from August 2016 to June 30, 2019.

“Of this figure, 343,580 workers were regularized through voluntary regularization while 130,749 workers were regularized through inspection,” he said.

Stronger measures

He noted that stronger policy measures were issued to complement the efforts in labor inspection, which include the issuance of DOLE Department Order (DO) No. 174-17 or the new rules on contracting and subcontracting; Executive Order (EO) No. 51 “Implementing Article 106 prohibiting illegal contracting and subcontracting” and the Security of Tenure Bill (SOT) which was passed by the House of Representatives and Senate awaiting the approval of the President.

DO 174-17 is a product of comprehensive and inclusive area-wide consultations involving all sectors, such as the formal, informal, public, migrant, women, and youth.

The DOLE, he said, has undertaken measures to ensure the effective implementation of DO 174-17, which include the regularization of workers through inspection, deputization of trade unions and employer organizations to participate in the inspection of establishments’ compliance to labor laws and social legislations.

Under EO 51, SOT is defined as the right of employee not to be dismissed or removed without just, authorized and observance of procedural due process consistent with the Constitution, Labor Code, as amended, and prevailing jurisprudence.

The end-of-contract scheme, popularly known as endo, is the practice of hiring and terminating workers after every five months to circumvent their regularization.

Meanwhile, the DOLE is looking to have a new version of the SOT bill, which was vetoed by Duterte, before the Legislative Executive Development Advisory Council (LEDAC) next week.

Bello earlier said the President instructed them to revisit the measure, which aims to end contractualization.

The new version will be a balance between the security of tenure and the viability of employers. (PNA)

Source: http://www.pna.gov.ph/