WELCOME TO PROTHROWBACKS
NOTIFICATION: Please do not accept Certificate of Employment from any current or previous employees unless contacting us from the form below.
Welcome to ProThrowbacks, whether you're with us as a Casual Employee, Project Employee, Probationary Employee, or Regular Employee, the following rules listed below apply. You can click here to see the current vacant postions: http://www.prothrowbacks.com/employment.html
We require each employee new and recurring to know our store policies and procedures. Each are required to read, understand, and sign acknowledgement of the policies upon initial hiring and annual review. Here's some of the most important information for new employees:
1. Take the job serious, our company will only grow with competent employees who want a future in sports, music, and collectibles; with a potential future in education and manufacturing.
2. Each new and returning (from previous resignation) employee will be given a probationary period of 6 months. During the 5th month of employment, you will be given a written test on product knowledge. The test will cover the major sports teams of the NFL, NBA, MLB, you must know each of the teams by logo and colors. Your golf test will include product brands, products, terminology, etc. Basic knowledge of collectibles will also be required. Failure to achieve a score of 50% correct will result in termination during probationary period. Scores of 75% are required for management positions and increase in daily salary. A re-take of the test will be allowed upon the request of the employee within the first six months period. The object is to assist the employee in passing and excelling the goal to finish with a high score.
In the Past, we've have three outstanding scores.
Ms. Gin - 100% correct
Ms. Chin - 99.9% correct
Sir Jun - 97% correct
Refusal to take the written test within the 5th month, ProThrowbacks will grade you at a 0% and therefore accept your immediate resignation or reschedule the test when you feel better fit to take the test.
3. In the out years ProThrowbacks may be expanding in education and manufacturing. Please take your position serious! You must be able to contribute as a team player, positive attitude, remain honest, have reasonable sales and be above reproach.
4. You must improve your knowledge on a daily basis about sports, collectibles, and music related items. We stand alone in product knowledge, team sports products, and how to play the many various sports. All the employees should feel comfortable to teach a new customer or young athlete how to play a particular sport. We have one of the largest libraries of sports in the country. You are encouraged to read, learn, and put into practice the methods of sports.
5. Staff retention is among our highest goal. The company loses money if we only hire someone for six months and then turn them loose.
Supervisory analysis is ongoing and subordinate employees should obey their supervisors on work related issues. Within the first six months of employment, the supervisory team will review the following for each employee.
a. Reliability/Dependability: Was the employee reliable, did they show up to work in a time manner and when they were expected to do so. This is our most important requirement. If you can't show up to work, you place burden on the rest of the team and therefore not a valuable asset in our workplace. If an employee has 3 unexcused absences during their first six months, they will not be an asset to the company and therefore we will accept their resignation.
b. Product Knowledge: It's hard to sell and product or service without product knowledge.
c. Presentation: Personal and Professional presentation is mandatory in working with a multitude of people. We are a wholesome business run by conservative employers. We expect all people to behave in a professional manner at all times.
d. Development of New Skills: The Management team challenges each employee to develop their knowledge, skills, and abilities as time goes on. Raises are based on new skills, overall sales, and willing to work with others.
e. Cleanliness: Ability to constantly keep areas of responsibility clean and orderly to the public. Not too many people enjoy cleaning, but it has to be done.
f. Sales: Our min. sales ratio per daily rate is seven times your daily/annual salary (plus benefits)
g. Honesty. Ensuring all funds, products, are secure. No misuse of funds, fraud, or theft will be tolerated.
h. Cyber Conduct. While employed with ProThrowbacks, you must behave in a professional manner at all times, which includes statements that you make online in various sources or mediums.
Hours of Operations 10-7 Daily. Managers are Responsible for Opening and Closing of the Stores. We do not turn off the lights until 7pm, in which time, the sales assistants my go home. Store Managers can finish the end of the day requirements. Everyone else can go home.
ProThrowbacks Top Employment Priorities
- Honor GOD in all that you do!
- Safety of Employees and Customers
- Security of Products and Funds
- Outstanding Customer Service
- Constantly Self-Improvement of Product Knowledge
- Honesty and Integrity
- Commitment to Work
- Be enthusiastic, positive, and have a cheerful spirit at work
- Superviors are to be fair, reasonable, and understanding
- Teach new employees to grow.
SAFETY IS OUR NUMBER ONE POLICY
If someone is injured or became ill from work, the VP or Managers must download the following form, fill out and turn in during the annual Department of Labor Report, the lin can be found here.
http://bwc.dole.gov.ph/userfiles/file/WAIR.PDF Safety rules and guidelines. To ensure your safety, and that of your co-workers, please observe and obey the rules and guidelines appropriate to the general populace or specific jobs:
Safety shoes: The organization will designate which jobs and work areas require safety shoes. Under no circumstances will an employee be permitted to work in sandals or open-toe shoes. A reliable safety shoe vendor will visit the entity periodically. Notices will be posted prior to the visits.
Safety glasses: The wearing of safety glasses by all shop employees and volunteers is mandatory while using the buffing machine to clean golf clubs. Strict adherence to this policy can significantly reduce the risk of eye injuries.
Seat belts: All paid and volunteer staff must use seat belts and shoulder restraints (if available) whenever they operate a vehicle on organization business. The driver is responsible for seeing that all passengers in front and rear seats are buckled up.
Good housekeeping: Your work location should be kept clean and orderly. Keep machines and other objects (merchandise, boxes, shopping carts, etc.) out of the center of aisles. Clean up spills, drips, and leaks immediately to avoid slips and falls. Place trash in the proper receptacles. Stock shelves carefully so merchandise will not fall over upon contact.
Thanks to nonprofitrisk for these fantastic safety tips.
If someone is injured or became ill from work, the VP or Managers must download the following form, fill out and turn in during the annual Department of Labor Report, the lin can be found here.
http://bwc.dole.gov.ph/userfiles/file/WAIR.PDF Safety rules and guidelines. To ensure your safety, and that of your co-workers, please observe and obey the rules and guidelines appropriate to the general populace or specific jobs:
- Observe and practice the safety procedures established for the job.
- In case of sickness or injury, no matter how slight, report at once to your supervisor. In no case should an employee treat his or her own or someone else’s injuries or attempt to remove foreign particles from someone else’s eye.
- In case of injury resulting in possible fracture to legs, back, or neck, or any accident resulting in an unconscious condition, or a severe head injury, the employee is not to be moved until medical attention has been given by authorized personnel.
- Do not wear loose clothing or jewelry around machinery. It may catch on moving equipment and cause a serious injury.
- Never distract the attention of another person, as you might cause him or her to be injured. If necessary to get the attention of another person, wait until it can be done safely.
- Where required, you must wear protective equipment, such as goggles, safety glasses, masks, gloves, hair nets, etc. appropriate to the task.
- Safety equipment such as restraints, pull backs, and two-hand devices are designed for your protection. Be sure such equipment is adjusted for you.
- Pile materials, skids, bins, boxes, or other equipment so as not to block aisles, exits, fire fighting equipment, electric lighting or power panel, valves, etc. Fire Doors and Aisles Must be Kept Clear!
- Keep your work area clean.
- Use compressed air only for the job for which it is intended. Do not clean your clothes with it, and do not fool around with it.
- Observe “No Smoking” regulations.
- Shut down your machine before cleaning, repairing, or leaving it.
- Do not exceed a speed that is safe for existing conditions.
- Running and horseplay are strictly forbidden.
- Do not block access to fire extinguishers.
- Do not tamper with electric controls or switches.
- Do not operate machines or equipment until you have been properly instructed and authorized to do so by your supervisor. Ensure the proper voltage is identified on each plug, i.e. 110v and 220v.
- Do not engage in such other practices as may be inconsistent with ordinary and reasonable common sense safety rules.
- Report any unsafe condition or acts to your supervisor and make all necessary changes on the spot until you identify the problem to your supervisor.
- Help to prevent accidents.
- Never throw a ball at someone without ensuring they are ready and watching for the ball.
- Use designated passages when moving from one place to another; never take hazardous shortcuts (i.e., between moving equipment or across roadways).
- Lift properly—use your leg muscles, not your back muscles. For heavier loads, ask for assistance.
- Do not adjust, clean, or oil moving machinery.
- Keep machine guards in their intended places.
- Do not throw objects not meant to be thrown.
- Clean up spilled liquid, oil, or grease immediately.
- Wear hard-sole shoes, with covered toes and appropriate clothing (no open toes shoes).
- Place trash and paper in proper containers and not in cans provided for cigarette butts.
- Slippery floors and walkways
- Tripping hazards, such as hose links, piping, etc.
- Missing (or inoperative) entrance and exit signs and lighting
- Poorly lighted stairs
- Loose handrails or guard rails
- Open, loose or broken windows
- Dangerously piled supplies or equipment
- Unlocked doors and gates
- Electrical equipment left operating
- Open doors on electrical panels
- Leaks of steam, water, oil, other liquids
- Blocked aisles
- Blocked fire extinguishers, hose sprinkler heads
- Blocked fire doors
- Evidence of any equipment running hot or overheating
- Oily rags
- Evidence of smoking in non-smoking areas (like outside our Music and Bike Store) DO NOT ALLOW CUSTOMERS OR EMPLOYEES TO SMOKE IN THIS AREA. WHICH ALSO GOES WITH OUR NO-SMOKING POLICY FOR ALL EMPLOYEES
- Roof leaks - Report all in writing to the PG Management team. We have had lots of product damage in the past because the PG team could not fix the leaks.
- Directional or warning signs not in place.
- Safety devices not operating properly.
- Machine, power transmission, or drive guards missing, damaged, loose, or improperly placed
Safety shoes: The organization will designate which jobs and work areas require safety shoes. Under no circumstances will an employee be permitted to work in sandals or open-toe shoes. A reliable safety shoe vendor will visit the entity periodically. Notices will be posted prior to the visits.
Safety glasses: The wearing of safety glasses by all shop employees and volunteers is mandatory while using the buffing machine to clean golf clubs. Strict adherence to this policy can significantly reduce the risk of eye injuries.
Seat belts: All paid and volunteer staff must use seat belts and shoulder restraints (if available) whenever they operate a vehicle on organization business. The driver is responsible for seeing that all passengers in front and rear seats are buckled up.
Good housekeeping: Your work location should be kept clean and orderly. Keep machines and other objects (merchandise, boxes, shopping carts, etc.) out of the center of aisles. Clean up spills, drips, and leaks immediately to avoid slips and falls. Place trash in the proper receptacles. Stock shelves carefully so merchandise will not fall over upon contact.
Thanks to nonprofitrisk for these fantastic safety tips.
On April 17, 2017, DOT called our office to ensure that we post information regarding earthquakes for both our employees and customers.
POLICIES THAT WE MUST ABIDE BY:
ProThrowbacks is a family business, we enjoy working side by side with family members. Other employees are treated with the same respect as family members and are treated as such in many ways. However, Pure Gold has very strict policies regarding family members and those having relationships with people working in the same building. Simply put, its prohibited! So, with this potential conflict, all non-approved in advance relationships shall be approved in advance by ProThrowbacks if both employees work for ProThrowbacks. In the case that one employee works for Pure Gold and one works for ProThrowbacks, Pure Gold will make the final ruling on such decision. We reserve the right to keep in-house our trade secrets. It is also against our policy to engage with a serious relationship with a similar competitor or disclose any our suppliers to other people.
We encourage openness about the relationship - Employees should be assured that they will suffer no reprisals for choosing to date each other. However, they should also be told that in exchange for this assurance, the employer expects them to be up-front and honest about their relationships. Employees should be encouraged to inform their supervisors when they begin romantic relationships with fellow workers and be assured that such information will be kept strictly confidential.
Supervisors from Dating Direct Subordinates - Supervisors are strictly prohibited from dating any subordinate who works directly for them. Employers should, therefore, require the senior employee involved in such a relationship to report it to the Vice President of the Director of Personnel. If such a relationship is not reported and the owner nonetheless learns of it, the senior employee will be discharged. Where such a relationship is reported, and the employees involved state that they desire to continue in the relationship, the subordinate employee could be reassigned to a different supervisor.
In the past, we have more than one female employee who may have fell victim to deception from male customers. Those customers who wanted to get close to our staff members to henceforth receive favors such as hidden discounts or even manipulated prices for products. If you're are dating a customer, we need to know about the circumstances. Several attempt to illegally recruit our employees for overseas employment, in all cases, you are to report such situations so we can advise you accordingly. There is a strict law regarding this, please read the definition:
Section 3. Section 3 of Republic Act No. 9208 is hereby amended to read as follows:
"SEC. 3. Definition of Terms. – As used in this Act:
"(a) Trafficking in Persons – refers to the recruitment, obtaining, hiring, providing, offering, transportation, transfer, maintaining, 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.
This is for your safety, we want to help in all situations, so please contact us before you make any final decisions. We have to respect the PG mall management team since they have many years of experience with relationships in the work place and over 300 locations country-wide.
ProThrowbacks is a family business, we enjoy working side by side with family members. Other employees are treated with the same respect as family members and are treated as such in many ways. However, Pure Gold has very strict policies regarding family members and those having relationships with people working in the same building. Simply put, its prohibited! So, with this potential conflict, all non-approved in advance relationships shall be approved in advance by ProThrowbacks if both employees work for ProThrowbacks. In the case that one employee works for Pure Gold and one works for ProThrowbacks, Pure Gold will make the final ruling on such decision. We reserve the right to keep in-house our trade secrets. It is also against our policy to engage with a serious relationship with a similar competitor or disclose any our suppliers to other people.
We encourage openness about the relationship - Employees should be assured that they will suffer no reprisals for choosing to date each other. However, they should also be told that in exchange for this assurance, the employer expects them to be up-front and honest about their relationships. Employees should be encouraged to inform their supervisors when they begin romantic relationships with fellow workers and be assured that such information will be kept strictly confidential.
Supervisors from Dating Direct Subordinates - Supervisors are strictly prohibited from dating any subordinate who works directly for them. Employers should, therefore, require the senior employee involved in such a relationship to report it to the Vice President of the Director of Personnel. If such a relationship is not reported and the owner nonetheless learns of it, the senior employee will be discharged. Where such a relationship is reported, and the employees involved state that they desire to continue in the relationship, the subordinate employee could be reassigned to a different supervisor.
In the past, we have more than one female employee who may have fell victim to deception from male customers. Those customers who wanted to get close to our staff members to henceforth receive favors such as hidden discounts or even manipulated prices for products. If you're are dating a customer, we need to know about the circumstances. Several attempt to illegally recruit our employees for overseas employment, in all cases, you are to report such situations so we can advise you accordingly. There is a strict law regarding this, please read the definition:
Section 3. Section 3 of Republic Act No. 9208 is hereby amended to read as follows:
"SEC. 3. Definition of Terms. – As used in this Act:
"(a) Trafficking in Persons – refers to the recruitment, obtaining, hiring, providing, offering, transportation, transfer, maintaining, 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.
This is for your safety, we want to help in all situations, so please contact us before you make any final decisions. We have to respect the PG mall management team since they have many years of experience with relationships in the work place and over 300 locations country-wide.
ProThrowbacks Policy - Difficult Customers:
In the past, we had a situation where four golfers came to the store and they began flashing money to an employee to get the employee to reduce the price of golf clubs. A price so low, that it was offensive to the staff and ownership. The customers began to grab more and more clubs like they owned the store and started offering more discounts just to buy something cheap. The customers then became rude to one or more of the staff.
ProThrowbacks policy is very clear, employees have to be polite and helpful to customers, but they don’t have to tolerate unwelcome flirtation, verbal abuse, or physical injury. Deciding when a particular customer’s obnoxious behavior crosses the line is up to the employee, once an employee feels that way, notify the manager and the owner immediately. If it warrants, please call the security at the front door, report the incident, have the customer removed until ProThrowbacks owner arrives.
ProThrowbacks owner and management will not tolerate such behavior by any customer who insults or harasses any employee or complains about prices or products. We do not force people to buy anything, our store is there for a convenience to the customers who are looking for the products we carry.
The best advise we can give, the moment an employee feels they are having a difficult time with any customer, simply refer them to the manager of the store and walk away totally from the situation and call the owner immediately to report what happened. ProThrowbacks ownership will get involved and take immediate action to solve the problem but we have to be informed. We never place the sale of an item, from any customer, over the feelings or welfare of our employees.
This shall be placed in the employees handbook so all can read and understand our policy in this matter.
In the past, we had a situation where four golfers came to the store and they began flashing money to an employee to get the employee to reduce the price of golf clubs. A price so low, that it was offensive to the staff and ownership. The customers began to grab more and more clubs like they owned the store and started offering more discounts just to buy something cheap. The customers then became rude to one or more of the staff.
ProThrowbacks policy is very clear, employees have to be polite and helpful to customers, but they don’t have to tolerate unwelcome flirtation, verbal abuse, or physical injury. Deciding when a particular customer’s obnoxious behavior crosses the line is up to the employee, once an employee feels that way, notify the manager and the owner immediately. If it warrants, please call the security at the front door, report the incident, have the customer removed until ProThrowbacks owner arrives.
ProThrowbacks owner and management will not tolerate such behavior by any customer who insults or harasses any employee or complains about prices or products. We do not force people to buy anything, our store is there for a convenience to the customers who are looking for the products we carry.
The best advise we can give, the moment an employee feels they are having a difficult time with any customer, simply refer them to the manager of the store and walk away totally from the situation and call the owner immediately to report what happened. ProThrowbacks ownership will get involved and take immediate action to solve the problem but we have to be informed. We never place the sale of an item, from any customer, over the feelings or welfare of our employees.
This shall be placed in the employees handbook so all can read and understand our policy in this matter.
PROTHROWBACKS POLICY ON ABSENTEEISM
Working at ProThrowbacks and being a part of the sports industry requires that employees must be physically and mentally fit for work. To strive to eliminate discharging employees for excessive and chronic absenteeism, which can be interpreted as misconduct when the absences are without justifiable cause or untimely notification to the employer.
All employees whether late or absent shall contact the office before the schedule time of work so that ProThrowbacks can adjust their work schedule accordingly. A minimum of two hours prior to the work schedule, but it is preferred the day before or whenever the illness occurs so the staff has ample time to get a replacement. If you can't contact your supervisor with a live conversation (no text message), then try to arrange someone to cover your shift.
ProThrowbacks requires all employees proof of illness of three days or more of being absent from work. A doctor release is also required prior to their return to work if they miss three consecutive days of work.
When employees require assistance through Phil Health. Please contact the office so we can begin to process the papers needed for the overnight hospitalization.
ProThrowbacks does not tolerate anyone who is dependent or use illegal drugs or alcohol which prevents them to come to work. Anyone caught during their work time will be terminated for just cause and they will be reported to the local authorities.
In theory, give everyone the common courtesy to cover for your job while you're absent. Employees who do not comply may be suspended without pay up to and including termination.
The "Director of Personnel" or the "Vice President" is the responsible to ensure that all employees show up to work on time and keep accurate time keep records.
Absenteeism Due to Ingested Substances:
The following behavior patterns by any staff or management will not be tolerated:
a. Administer – any act of introducing any dangerous drug into the body of any person, with or without his/her knowledge, by injection, inhalation, ingestion or other means, or of committing any act of indispensable assistance to a person in administering a dangerous drug to himself/herself unless administered by a duly licensed practitioner for purposes of medication; or use any act of injecting, intravenously or intramuscularly, of consuming, either by chewing, smoking, sniffing, eating, swallowing, drinking or otherwise introducing into the physiological system of the body, any of the dangerous drugs.
b. Dangerous Drugs - include those listed in the Schedules annexed to the 1961 Single Convention on Narcotic Drugs, as amended by the 1972 Protocol, and in the Schedules annexed to the 1971 Single Convention on Psychotropic Substances.
c. Instrument – any thing that is used or intended to be used, in any manner, in the commission of illegal drug trafficking or related offenses;
d. Near Miss – an incident arising from or in the course of work which could have led to injuries or fatalities of the workers and/or considerable damage to the employer had it not been curtailed.
e. Sell/Sale – Any act of giving away any dangerous drug and/or controlled precursor and essential chemical whether for money or any other consideration.
ProThrowbacks Director of Personnel will:
a. Lead an Assessment Team – will be composed of the CDC safety and health committee including occupational safety and health personnel, CDC human resources managers, employers and workers’ representatives trained to address all aspects of prevention, treatment and rehabilitation.
b. Conduct Prevention Training – Organize the promotion of a drug-free lifestyle thru strategies such as advocacy, information dissemination, and capability building through training.
c. Conduct Screening Test – Oversea a rapid test performed to establish potential/presumptive positive result. It refers to the immunoassay test to eliminate a “negative” specimen, i.e. one without the presence of dangerous drugs, from further consideration and to identify the presumptively positive specimen that requires confirmatory test. The Director of Personnel shall consider Random Drug Test – by testing each employee. Each should have an equal chance of being selected for testing. The policy on the conduct of random drug test will be known to both employers and employees and under supervision.
ProThrowbacks reward system. Starting Jan 1 until Dec 31, each employee that has perfect absentee record will receive P1,000 for each year that the record remains in tact. Payment made at the end of year during the Christmas Party.
Feedback regarding this policy can be sent via email through our website. This policy is in effective Sept 22, 2012 on the date of this signing.
Working at ProThrowbacks and being a part of the sports industry requires that employees must be physically and mentally fit for work. To strive to eliminate discharging employees for excessive and chronic absenteeism, which can be interpreted as misconduct when the absences are without justifiable cause or untimely notification to the employer.
All employees whether late or absent shall contact the office before the schedule time of work so that ProThrowbacks can adjust their work schedule accordingly. A minimum of two hours prior to the work schedule, but it is preferred the day before or whenever the illness occurs so the staff has ample time to get a replacement. If you can't contact your supervisor with a live conversation (no text message), then try to arrange someone to cover your shift.
ProThrowbacks requires all employees proof of illness of three days or more of being absent from work. A doctor release is also required prior to their return to work if they miss three consecutive days of work.
When employees require assistance through Phil Health. Please contact the office so we can begin to process the papers needed for the overnight hospitalization.
ProThrowbacks does not tolerate anyone who is dependent or use illegal drugs or alcohol which prevents them to come to work. Anyone caught during their work time will be terminated for just cause and they will be reported to the local authorities.
In theory, give everyone the common courtesy to cover for your job while you're absent. Employees who do not comply may be suspended without pay up to and including termination.
The "Director of Personnel" or the "Vice President" is the responsible to ensure that all employees show up to work on time and keep accurate time keep records.
Absenteeism Due to Ingested Substances:
The following behavior patterns by any staff or management will not be tolerated:
a. Administer – any act of introducing any dangerous drug into the body of any person, with or without his/her knowledge, by injection, inhalation, ingestion or other means, or of committing any act of indispensable assistance to a person in administering a dangerous drug to himself/herself unless administered by a duly licensed practitioner for purposes of medication; or use any act of injecting, intravenously or intramuscularly, of consuming, either by chewing, smoking, sniffing, eating, swallowing, drinking or otherwise introducing into the physiological system of the body, any of the dangerous drugs.
b. Dangerous Drugs - include those listed in the Schedules annexed to the 1961 Single Convention on Narcotic Drugs, as amended by the 1972 Protocol, and in the Schedules annexed to the 1971 Single Convention on Psychotropic Substances.
c. Instrument – any thing that is used or intended to be used, in any manner, in the commission of illegal drug trafficking or related offenses;
d. Near Miss – an incident arising from or in the course of work which could have led to injuries or fatalities of the workers and/or considerable damage to the employer had it not been curtailed.
e. Sell/Sale – Any act of giving away any dangerous drug and/or controlled precursor and essential chemical whether for money or any other consideration.
ProThrowbacks Director of Personnel will:
a. Lead an Assessment Team – will be composed of the CDC safety and health committee including occupational safety and health personnel, CDC human resources managers, employers and workers’ representatives trained to address all aspects of prevention, treatment and rehabilitation.
b. Conduct Prevention Training – Organize the promotion of a drug-free lifestyle thru strategies such as advocacy, information dissemination, and capability building through training.
c. Conduct Screening Test – Oversea a rapid test performed to establish potential/presumptive positive result. It refers to the immunoassay test to eliminate a “negative” specimen, i.e. one without the presence of dangerous drugs, from further consideration and to identify the presumptively positive specimen that requires confirmatory test. The Director of Personnel shall consider Random Drug Test – by testing each employee. Each should have an equal chance of being selected for testing. The policy on the conduct of random drug test will be known to both employers and employees and under supervision.
ProThrowbacks reward system. Starting Jan 1 until Dec 31, each employee that has perfect absentee record will receive P1,000 for each year that the record remains in tact. Payment made at the end of year during the Christmas Party.
Feedback regarding this policy can be sent via email through our website. This policy is in effective Sept 22, 2012 on the date of this signing.
Sexual Harrassment Policy
In accordance with the attached Republic Act 7877, Anti-Sexual Harassment Act of 1995
ProThrowbacks concurs with the policy set forth and thereby enforces the following:
If you are being harassed:
1. Tell the harasser that their behavior is unwelcome and ask them to stop.
2. Keep a record of incidents (date, times, locations, possible witnesses, what happened, your response). You do not have to have a record of events in order to make a complaint, but a record can strengthen your case and help you remember details over time.
3. Make a complaint. If, after asking the harasser to stop their behavior, the harassment continues, report the problem to one of the following individuals:
a) Director of Personnel
b) CEO
c) Owner, ProThrowbacks
Dealing with a complaint:
1. Once a complaint is received, it will be kept strictly confidential. An investigation will be undertaken immediately and all necessary steps taken to resolve the problem. If appropriate, action taken may include conciliation.
2. Both the complainant and the alleged harasser will be interviewed, as will any individuals who may be able to provide relevant information. All information will be kept in confidence.
3. If the investigation reveals evidence to support the complaint of harassment, the harasser will be disciplined appropriately. Discipline may include suspension or dismissal, and the incident will be documented in the harasser’s file. No documentation will be placed on the complainant’s file when the complaint has been made in good faith, whether the complaint has been upheld oyr not.
4. If the investigation fails to find evidence to support the complaint, there will be no documentation concerning the complaint placed in the file of the alleged harasser.
5. Regardless of the outcome of a harassment complaint made in good faith, the employee lodging the complaint, as well as anyone providing information, will be protected from any form of retaliation by either co‑workers or superiors. This includes dismissal, demotion, unwanted transfer, denial of opportunities within the company or harassment of an individual as a result of their having made a complaint or having provided evidence regarding the complaint.
It is the responsibility of the Director of Personnel, Managers, or any person within this company who supervises one or more employees to take immediate and appropriate action to report or deal with incidents of harassment of any type, whether brought to their attention or personally observed. Under no circumstances should a legitimate complaint be dismissed or downplayed nor should the complainant be told to deal with it personally.
ProThrowbacks seeks to provide a safe, healthy and rewarding work environment for its employees. Harassment will not be tolerated within this company. If you feel that you are being harassed, contact us. We want to hear from you.
This Policy shall take place effective immediately and shall be made known to every employee.
In effect Jan 7, 2014.
In accordance with the attached Republic Act 7877, Anti-Sexual Harassment Act of 1995
ProThrowbacks concurs with the policy set forth and thereby enforces the following:
If you are being harassed:
1. Tell the harasser that their behavior is unwelcome and ask them to stop.
2. Keep a record of incidents (date, times, locations, possible witnesses, what happened, your response). You do not have to have a record of events in order to make a complaint, but a record can strengthen your case and help you remember details over time.
3. Make a complaint. If, after asking the harasser to stop their behavior, the harassment continues, report the problem to one of the following individuals:
a) Director of Personnel
b) CEO
c) Owner, ProThrowbacks
Dealing with a complaint:
1. Once a complaint is received, it will be kept strictly confidential. An investigation will be undertaken immediately and all necessary steps taken to resolve the problem. If appropriate, action taken may include conciliation.
2. Both the complainant and the alleged harasser will be interviewed, as will any individuals who may be able to provide relevant information. All information will be kept in confidence.
3. If the investigation reveals evidence to support the complaint of harassment, the harasser will be disciplined appropriately. Discipline may include suspension or dismissal, and the incident will be documented in the harasser’s file. No documentation will be placed on the complainant’s file when the complaint has been made in good faith, whether the complaint has been upheld oyr not.
4. If the investigation fails to find evidence to support the complaint, there will be no documentation concerning the complaint placed in the file of the alleged harasser.
5. Regardless of the outcome of a harassment complaint made in good faith, the employee lodging the complaint, as well as anyone providing information, will be protected from any form of retaliation by either co‑workers or superiors. This includes dismissal, demotion, unwanted transfer, denial of opportunities within the company or harassment of an individual as a result of their having made a complaint or having provided evidence regarding the complaint.
It is the responsibility of the Director of Personnel, Managers, or any person within this company who supervises one or more employees to take immediate and appropriate action to report or deal with incidents of harassment of any type, whether brought to their attention or personally observed. Under no circumstances should a legitimate complaint be dismissed or downplayed nor should the complainant be told to deal with it personally.
ProThrowbacks seeks to provide a safe, healthy and rewarding work environment for its employees. Harassment will not be tolerated within this company. If you feel that you are being harassed, contact us. We want to hear from you.
This Policy shall take place effective immediately and shall be made known to every employee.
In effect Jan 7, 2014.
Daily Work Schedule
Show up to work on-time, notify the Vice President immiedately if you are going to be late for work so they can call the building supervisor. An employee who falsifies time worked is considered stealing from the employer. This type of fraud can cost a company considerable amounts of money if it is undetected for a long time. Falsifying time-in is punishable by immediate termination and is subject to litigation at the employer's discretion. Employers can use several techniques to monitor employees and prevent further problems. The techniques are also effective if the employer wants to get conclusive evidence of fraud before taking action. Since we're a family based business, we go by the honor system.
Show up to work on-time, notify the Vice President immiedately if you are going to be late for work so they can call the building supervisor. An employee who falsifies time worked is considered stealing from the employer. This type of fraud can cost a company considerable amounts of money if it is undetected for a long time. Falsifying time-in is punishable by immediate termination and is subject to litigation at the employer's discretion. Employers can use several techniques to monitor employees and prevent further problems. The techniques are also effective if the employer wants to get conclusive evidence of fraud before taking action. Since we're a family based business, we go by the honor system.
Store Managers - Securing Funds/Property
Each Store Manager should have in place cash handling polcies and mechanisms to prevent from loss. In the stores located in the PG Mall, there are two areas of payment. All payments must accompany a receipt with each and every product. All item numbers shall be indicated on the receipt book with the selling price. Only the VP and CEO will have access to the original purchasing power and inventory numbers. Any employee tampering with item numbers in any way, shall responsible for losses of those products. We have witnessed in the past, customers who want to change the price to a lower price. We have also witness employees who keep part of the sales (stealing) and switching prices to benefit their friends who pretend to be customers. Small discounts can be given under the approval of the manager or head office. The 001 store shall security the daily sales in an unspecified area known only to the management.
006 store sells shall be secured in the 001 area. At the Golf Course Pro Shop, once funds are received, they must be immediately turned into the main cashier at the golf course counter. We do not hold the funds for any reason at any time. This policy has been in effect by the Sun Valley Management Team since day 1 at golf course on Oct 2013 and should be applied until further notice. We do not keep, or collect money at the golf course, we are concessionaires there. All the money goes to the front counter. We only receive the funds 10 days after the last day of the month, after the golf course takes out their share.
Each Store Manager should have in place cash handling polcies and mechanisms to prevent from loss. In the stores located in the PG Mall, there are two areas of payment. All payments must accompany a receipt with each and every product. All item numbers shall be indicated on the receipt book with the selling price. Only the VP and CEO will have access to the original purchasing power and inventory numbers. Any employee tampering with item numbers in any way, shall responsible for losses of those products. We have witnessed in the past, customers who want to change the price to a lower price. We have also witness employees who keep part of the sales (stealing) and switching prices to benefit their friends who pretend to be customers. Small discounts can be given under the approval of the manager or head office. The 001 store shall security the daily sales in an unspecified area known only to the management.
006 store sells shall be secured in the 001 area. At the Golf Course Pro Shop, once funds are received, they must be immediately turned into the main cashier at the golf course counter. We do not hold the funds for any reason at any time. This policy has been in effect by the Sun Valley Management Team since day 1 at golf course on Oct 2013 and should be applied until further notice. We do not keep, or collect money at the golf course, we are concessionaires there. All the money goes to the front counter. We only receive the funds 10 days after the last day of the month, after the golf course takes out their share.
CCTV STORE POLICIES:
Our Store CCTV policy: In accordance with the National Privacy Commission:
NPC #2020-04 and the local LGU CDC requirement to have CCTV cameras in all facilities, the following applies policies in regards to our rights to protect the assets, reputation, of our company assets. We have placed numerous cameras throughout the store. To this end, we may monitor, through CCTVs, the premises and employees’. Employees will not lose their privacy rights! Personal data of the employees shall only be collected, used, and stored by the employer, through CCTV monitoring, if the purpose sought to be achieved cannot be fulfilled by any other less privacy intrusive means. As a customer or employee, by entering this store, you have waived your rights to be monitored.
Our Store CCTV policy: In accordance with the National Privacy Commission:
NPC #2020-04 and the local LGU CDC requirement to have CCTV cameras in all facilities, the following applies policies in regards to our rights to protect the assets, reputation, of our company assets. We have placed numerous cameras throughout the store. To this end, we may monitor, through CCTVs, the premises and employees’. Employees will not lose their privacy rights! Personal data of the employees shall only be collected, used, and stored by the employer, through CCTV monitoring, if the purpose sought to be achieved cannot be fulfilled by any other less privacy intrusive means. As a customer or employee, by entering this store, you have waived your rights to be monitored.
HIV and AIDS Prevention and Control in the workplace Program
HIV/AIDS WORKPLACE POLICY AND PROGRAM
In conformity with Republic Act No. 8504 otherwise known as the Philippine AIDS Prevention and Control Act of 1998 which recognizes workplace-based programs as a potent tool in addressing HIV/AIDS as an international pandemic problem, this company policy is hereby issued for the information and guidance of the employees in the diagnosis, treatment and prevention of HIV/AIDS in the workplace.
This policy is also aimed at addressing the stigma attached to HIV/AIDS and ensures that the workers’ right against discrimination and confidentiality is maintained.
I. IMPLEMENTING STRUCTURE
ProThrowbacks HIV/AIDS Program shall be managed by its health and safety committee consists of representatives from the different divisions and departments.
II. BASIC INFORMATION ON HIV/AIDS
What is HIV/AIDS?
It is a disease caused by a virus called HIV (Human Immunodeficiency Virus). This virus slowly weakens a person’s ability to fight off other diseases by attaching itself to and destroying important cells that control and support the human immune system.
How HIV/AIDS is transmitted?
No. However, there are antiretroviral drug combinations that are available when properly used, result in prolonged survival of people with HIV. Holistic care of people living with HIV-AIDS and comprehensive treatment of opportunistic infections also dramatically improve quality of life.
III. COVERAGE
This Program shall apply to all employees regardless of their employment status.
IV. GUIDELINES
A. Preventive Strategies
2. Screening, Diagnosis, Treatment and Referral to Health Care Services
A. Employer’s Responsibilities
B. Employees’ Responsibilities
1. The employee’s organization shall undertake an active role in educating and training their members on HIV prevention and control. Promote and practice a healthy lifestyle with emphasis on avoiding high risk behavior and other risk factors that expose workers to increased risk of HIV infection.
2. Employees shall practice non-discriminatory acts against co-employees.
V. IMPLEMENTATION AND MONITORING
The Safety and Health Committee or its counterpart shall periodically monitor and evaluate the implementation of this Policy and Program.
VI. EFFECTIVITY
This Policy shall take place effective immediately and shall be made known to every employee.
Original Signed
MRS. ROSEN C. HARVISON, OWNER
Original Signed
RUTCHE MAE NOBLE, V.P. OPERATIONS
First aid practices and ‘universal precautions’ within the workplace should be highlighted
This Policy shall take place effective immediately and shall be made known to every employee.
In effect Feb 6, 2015.
HIV/AIDS WORKPLACE POLICY AND PROGRAM
In conformity with Republic Act No. 8504 otherwise known as the Philippine AIDS Prevention and Control Act of 1998 which recognizes workplace-based programs as a potent tool in addressing HIV/AIDS as an international pandemic problem, this company policy is hereby issued for the information and guidance of the employees in the diagnosis, treatment and prevention of HIV/AIDS in the workplace.
This policy is also aimed at addressing the stigma attached to HIV/AIDS and ensures that the workers’ right against discrimination and confidentiality is maintained.
I. IMPLEMENTING STRUCTURE
ProThrowbacks HIV/AIDS Program shall be managed by its health and safety committee consists of representatives from the different divisions and departments.
II. BASIC INFORMATION ON HIV/AIDS
What is HIV/AIDS?
It is a disease caused by a virus called HIV (Human Immunodeficiency Virus). This virus slowly weakens a person’s ability to fight off other diseases by attaching itself to and destroying important cells that control and support the human immune system.
How HIV/AIDS is transmitted?
- Unprotected sex with an HIV infected person;
- From an infected mother to her child ( during pregnancy, at birth through breast feeding);
- Intravenous drug use with contaminated needles;
- Transfusion with infected blood and blood products; and
- Unsafe, unprotected contact with infected blood and bleeding wounds of an infected person.
No. However, there are antiretroviral drug combinations that are available when properly used, result in prolonged survival of people with HIV. Holistic care of people living with HIV-AIDS and comprehensive treatment of opportunistic infections also dramatically improve quality of life.
III. COVERAGE
This Program shall apply to all employees regardless of their employment status.
IV. GUIDELINES
A. Preventive Strategies
- Conduct of HIV-AIDS Education.-
- Who will conduct?
- How will it be conducted?
2. Screening, Diagnosis, Treatment and Referral to Health Care Services
- Screening for HIV as a prerequisite to employment is not mandatory.
- ProThrowbacks shall establish a referral system and provide access to diagnostic and treatment services for its workers. Referral to Social Hygiene Clinics of LGU for HIV screening shall be facilitated by the company’s medical clinic staff.
- ProThrowbacks shall likewise facilitate access to livelihood assistance for the affected employee and his/her families, being offered by other government agencies.
- Non-discriminatory Policy and Practices
- Discrimination in any form from pre-employment to post- employment, including hiring, promotion or assignment, termination of employment based on the actual, perceived or suspected HIV status of an individual is prohibited.
- Workplace management of sick employees shall not differ from that of any other illness.
- Discriminatory act done by an officer or an employee against their
- Confidentiality/Non-Disclosure Policy
- Access to personal data relating to a worker’s HIV status shall be bound by the rules of confidentiality consistent with provisions of R.A. 8504 and the ILO Code of Practice.
- Job applicants and workers shall not be compelled to disclose their HIV/AIDS status and other related medical information.
- Co-employees shall not be obliged to reveal any personal information relating to the HIV/AIDS status of fellow workers.
- The company shall take measures to reasonably accommodate employees with AIDS related illnesses.
- Agreements made between the company and employee’s representatives shall reflect measures that will support workers with HIV/AIDS through flexible leave arrangements, rescheduling of working time and arrangement for return to work.
A. Employer’s Responsibilities
- The Company, together with employees/ labor organizations, company focal personnel for human resources, safety and health personnel shall develop, implement, monitor and evaluate the workplace policy and program on HIV/AIDS.
- Ensure non-discriminatory practices in the workplace and that the policy and program adheres to existing legislations and guidelines .
- Ensure confidentiality of the health status of its employees and the access to medical records is limited to authorized personnel.
- ProThrowbacks, through its Human Resources Department, shall see to it that their company policy and program is adequately funded and made known to all employees.
B. Employees’ Responsibilities
1. The employee’s organization shall undertake an active role in educating and training their members on HIV prevention and control. Promote and practice a healthy lifestyle with emphasis on avoiding high risk behavior and other risk factors that expose workers to increased risk of HIV infection.
2. Employees shall practice non-discriminatory acts against co-employees.
- Employees and their organization shall not have access to personnel data relating to a worker’s HIV status.
V. IMPLEMENTATION AND MONITORING
The Safety and Health Committee or its counterpart shall periodically monitor and evaluate the implementation of this Policy and Program.
VI. EFFECTIVITY
This Policy shall take place effective immediately and shall be made known to every employee.
Original Signed
MRS. ROSEN C. HARVISON, OWNER
Original Signed
RUTCHE MAE NOBLE, V.P. OPERATIONS
First aid practices and ‘universal precautions’ within the workplace should be highlighted
This Policy shall take place effective immediately and shall be made known to every employee.
In effect Feb 6, 2015.
Policy and Prevention of Hepatitis B
WORKPLACE POLICY AND PROGRAM ON HEPATITIS B
ProThrowbacks is committed to conform to the established standards assurance of customer satisfaction, protection of our environment and health and safety in the workplaces.
The company promotes and ensures a healthy environment through its various health programs to safeguard its employees. And as part of the company’s compliance to DOLE Department Advisory No. 05, Series of 2010 (Guidelines for the Implementation of a Workplace Policy and Program on Hepatitis B), this Program has been developed. This program is aimed to address the stigma attached to hepatitis B and to ensure that the employees’ right against discrimination and confidentiality is maintained.
This guideline is formulated for everybody’s information and reference for the diagnosis, treatment, and prevention of Hepatitis B. This will inform the employees of their role as well as the company in dealing with Hepatitis B. A healthy environment encompasses a good working relationship and great output for continuous business growth.
I. Implementing Structure
The ProThrowbacks Hepatitis B workplace policy and program shall be managed by its health and safety committee. Each division or department of the Company shall be duly represented.
II. Guidelines
A. Education
1. Coverage. All employees regardless of employment status may avail of hepatitis B education services for free;
2. Hepatitis B shall be conducted through distribution and posting of IEC materials and counselling and/ or lectures; and
3. Hepatitis B education shall be spearheaded by the Medical City or Strtsenberg Medical Clinic in close coordination with the health and safety committee.
B. Preventive Strategies
1. All employees are encouraged to be immunized against Hepatitis B after securing clearance from their physician.
2. Workplace sanitation and proper waste management and disposal shall be monitored by the health and safety committee on a regular basis.
3. Personal protective equipment shall be made available at all times for all employees; and
4. Employees will be given training and information on adherence to standards or universal precautions in the workplace.
III. Social Policy
2. Workplace management of sick employees shall not differ from that of any other illness. Persons with Hepatitis B related illnesses may work for as long as they are medically fit to work.
2. Through agreements made between management and employees’ representative, measures to support employees with Hepatitis B are encouraged to work through flexible leave arrangements, rescheduling of working time and arrangement for return to work.
2. Adherence to the guidelines for healthcare providers on the evaluation of Hepatitis B positive employees is highly encouraged.
3. Screening for Hepatitis B as a prerequisite to employment shall not be mandatory.
IV. Roles and Responsibilities of Employers and Employees
A. Employer’s Responsibilities
1. Management, together with employees’ organizations, company focal personnel for human resources, and safety and health personnel shall develop, implement, monitor and evaluate the workplace policy and program on Hepatitis B.
2. The Health and Safety Committee shall ensure that their company policy and program is adequately funded and made known to all employees.
3. The Human Resources Department shall ensure that their policy and program adheres to existing legislations and guidelines, including provisions on leaves, benefits and insurance.
4. Management shall provide information, education and training on Hepatitis B for its workforce consistent with the standardized basic information package developed by the Hepatitis B TWG; if not available within the establishment, then provide access to information.
5. The company shall ensure non-discriminatory practices in the workplace.
6. The management together with the company focal personnel for human resources and safety and health shall provide appropriate personal protective equipment to prevent Hepatitis B exposure, especially for employees exposed to potentially contaminated blood or body fluid.
7. The Health and Safety Committee, together with the employees’ organizations shall jointly review the policy and program for effectiveness and continue to improve these by networking with government and organizations promoting Hepatitis B prevention.
8. ProThrowbacks shall ensure confidentiality of the health status of its employees, including those with Hepatitis B.
9. The human resources shall ensure that access to medical records is limited to authorized personnel.
B. Employees Responsibilities
1. The employees’ organization is required to undertake an active role in educating and training their members on Hepatitis B prevention and control. The IEC program must also aim at promoting and practicing a healthy lifestyle with emphasis on avoiding high risk behavior and other risk factors that expose employees to increased risk of Hepatitis B infection, consistent with the standardized basic information package developed by the Hepatitis B TWG.
2. Employees shall practice non-discriminatory acts against co-employees on the ground of Hepatitis B status.
3. Employees and their organizations shall not have access to personnel data relating to an employee’s Hepatitis B status. The rules of confidentiality shall apply in carrying out union and organization functions.
4. Employees shall comply with the universal precaution and the preventive measures.
5. Employees with Hepatitis B may inform the health care provider or the company physician on their Hepatitis B status, that is, if their work activities may increase the risk of Hepatitis B infection and transmission or put the Hepatitis B positive at risk for aggravation.
V. IMPLEMENTATION AND MONITORING
Within the establishment, the implementation of the policy and program shall be monitored and evaluated periodically. The safety and health committee or its counterpart shall be tasked for this purpose.
HOW CAN HEPATITIS B BE PREVENTED IN THE WORKPLACE? IMMUNIZATION AGAINST HEPATITIS B The hepatitis B vaccine is over 90 per cent effective in preventing HBV infection. The vaccine is safe and has no serious side effects since it is made from synthetic material and not from human tissue. To be protected, you need three doses of the vaccine. You get the second dose one month after the first and the third five months later. Studies have shown that you do not need a booster shot of the vaccine after getting the initial three dose vaccine schedule.
Other precautions: Wash hands before and after all contact with patients or their blood/body fluids. Wash all body surfaces exposed to blood or body fluids with soap and water as soon as possible after contact. Avoid recapping used needles. Dispose of used needles and other contaminated sharp instruments and tools in puncture-resistant containers. Place materials soiled with blood or body fluids in leak-proof, appropriately labeled waste bags/containers.
REPORTING AND FOLLOW-UP OF EXPOSURE Workers must report all incidents of exposure to contaminated or potentially contaminated blood or body fluids to their supervisors, their employee health departments and their physicians. Employers must keep appropriate records of workers' exposures.
WHAT SHOULD BE DONE IF A WORKER IS EXPOSED TO HBV? The following initial measures should be taken: Allow any wound to bleed freely. Cleanse with soap and water. Apply an appropriate antiseptic to any wound. Medical advice should be sought for instituting the following measures and for follow-up: In the case of a puncture wound, assess the person's tetanus immunization status and provide anti-tetanus toxoid as required. If the exposed worker has not received the hepatitis B vaccine, she/he should be given the first dose of the vaccine, and arrangement should be made for the second and third doses. Depending on the circumstances, it may be appropriate for the person to receive Hepatitis B Immune Globulin (HBIG). As well as a full course of the vaccine. HBIG is a preparation containing antibodies specifically designed to attack HBV and should be given within 48 hours of exposure.
IS THERE ANY TREATMENT FOR HEPATTIS B? There is no specific treatment for hepatitis B. Immunization is the most effective tool in preventing the occurrence of the disease. Hospitalization may be required for some patients.
This Policy shall take place effective immediately and shall be made known to every employee.
In effect Feb 6, 2015. Use caution at all times when anyone cuts themselves. Avoid contact as much as possible.
VI. EFFECTIVITY
This Policy shall take effect immediately and shall be made known to all employees.
Original Signed
MRS. ROSEN C. HARVISON, OWNER
Original Signed
RUTCHE MAE NOBLE, V.P. OPERATIONS
WORKPLACE POLICY AND PROGRAM ON HEPATITIS B
ProThrowbacks is committed to conform to the established standards assurance of customer satisfaction, protection of our environment and health and safety in the workplaces.
The company promotes and ensures a healthy environment through its various health programs to safeguard its employees. And as part of the company’s compliance to DOLE Department Advisory No. 05, Series of 2010 (Guidelines for the Implementation of a Workplace Policy and Program on Hepatitis B), this Program has been developed. This program is aimed to address the stigma attached to hepatitis B and to ensure that the employees’ right against discrimination and confidentiality is maintained.
This guideline is formulated for everybody’s information and reference for the diagnosis, treatment, and prevention of Hepatitis B. This will inform the employees of their role as well as the company in dealing with Hepatitis B. A healthy environment encompasses a good working relationship and great output for continuous business growth.
I. Implementing Structure
The ProThrowbacks Hepatitis B workplace policy and program shall be managed by its health and safety committee. Each division or department of the Company shall be duly represented.
II. Guidelines
A. Education
1. Coverage. All employees regardless of employment status may avail of hepatitis B education services for free;
2. Hepatitis B shall be conducted through distribution and posting of IEC materials and counselling and/ or lectures; and
3. Hepatitis B education shall be spearheaded by the Medical City or Strtsenberg Medical Clinic in close coordination with the health and safety committee.
B. Preventive Strategies
1. All employees are encouraged to be immunized against Hepatitis B after securing clearance from their physician.
2. Workplace sanitation and proper waste management and disposal shall be monitored by the health and safety committee on a regular basis.
3. Personal protective equipment shall be made available at all times for all employees; and
4. Employees will be given training and information on adherence to standards or universal precautions in the workplace.
III. Social Policy
- Non discriminatory Policy and Practices
2. Workplace management of sick employees shall not differ from that of any other illness. Persons with Hepatitis B related illnesses may work for as long as they are medically fit to work.
- Confidentiality
- Work-Accommodation and Arrangement
2. Through agreements made between management and employees’ representative, measures to support employees with Hepatitis B are encouraged to work through flexible leave arrangements, rescheduling of working time and arrangement for return to work.
- Screening, Diagnosis, Treatment and Referral to Health Care Services
2. Adherence to the guidelines for healthcare providers on the evaluation of Hepatitis B positive employees is highly encouraged.
3. Screening for Hepatitis B as a prerequisite to employment shall not be mandatory.
- Compensation
IV. Roles and Responsibilities of Employers and Employees
A. Employer’s Responsibilities
1. Management, together with employees’ organizations, company focal personnel for human resources, and safety and health personnel shall develop, implement, monitor and evaluate the workplace policy and program on Hepatitis B.
2. The Health and Safety Committee shall ensure that their company policy and program is adequately funded and made known to all employees.
3. The Human Resources Department shall ensure that their policy and program adheres to existing legislations and guidelines, including provisions on leaves, benefits and insurance.
4. Management shall provide information, education and training on Hepatitis B for its workforce consistent with the standardized basic information package developed by the Hepatitis B TWG; if not available within the establishment, then provide access to information.
5. The company shall ensure non-discriminatory practices in the workplace.
6. The management together with the company focal personnel for human resources and safety and health shall provide appropriate personal protective equipment to prevent Hepatitis B exposure, especially for employees exposed to potentially contaminated blood or body fluid.
7. The Health and Safety Committee, together with the employees’ organizations shall jointly review the policy and program for effectiveness and continue to improve these by networking with government and organizations promoting Hepatitis B prevention.
8. ProThrowbacks shall ensure confidentiality of the health status of its employees, including those with Hepatitis B.
9. The human resources shall ensure that access to medical records is limited to authorized personnel.
B. Employees Responsibilities
1. The employees’ organization is required to undertake an active role in educating and training their members on Hepatitis B prevention and control. The IEC program must also aim at promoting and practicing a healthy lifestyle with emphasis on avoiding high risk behavior and other risk factors that expose employees to increased risk of Hepatitis B infection, consistent with the standardized basic information package developed by the Hepatitis B TWG.
2. Employees shall practice non-discriminatory acts against co-employees on the ground of Hepatitis B status.
3. Employees and their organizations shall not have access to personnel data relating to an employee’s Hepatitis B status. The rules of confidentiality shall apply in carrying out union and organization functions.
4. Employees shall comply with the universal precaution and the preventive measures.
5. Employees with Hepatitis B may inform the health care provider or the company physician on their Hepatitis B status, that is, if their work activities may increase the risk of Hepatitis B infection and transmission or put the Hepatitis B positive at risk for aggravation.
V. IMPLEMENTATION AND MONITORING
Within the establishment, the implementation of the policy and program shall be monitored and evaluated periodically. The safety and health committee or its counterpart shall be tasked for this purpose.
HOW CAN HEPATITIS B BE PREVENTED IN THE WORKPLACE? IMMUNIZATION AGAINST HEPATITIS B The hepatitis B vaccine is over 90 per cent effective in preventing HBV infection. The vaccine is safe and has no serious side effects since it is made from synthetic material and not from human tissue. To be protected, you need three doses of the vaccine. You get the second dose one month after the first and the third five months later. Studies have shown that you do not need a booster shot of the vaccine after getting the initial three dose vaccine schedule.
Other precautions: Wash hands before and after all contact with patients or their blood/body fluids. Wash all body surfaces exposed to blood or body fluids with soap and water as soon as possible after contact. Avoid recapping used needles. Dispose of used needles and other contaminated sharp instruments and tools in puncture-resistant containers. Place materials soiled with blood or body fluids in leak-proof, appropriately labeled waste bags/containers.
REPORTING AND FOLLOW-UP OF EXPOSURE Workers must report all incidents of exposure to contaminated or potentially contaminated blood or body fluids to their supervisors, their employee health departments and their physicians. Employers must keep appropriate records of workers' exposures.
WHAT SHOULD BE DONE IF A WORKER IS EXPOSED TO HBV? The following initial measures should be taken: Allow any wound to bleed freely. Cleanse with soap and water. Apply an appropriate antiseptic to any wound. Medical advice should be sought for instituting the following measures and for follow-up: In the case of a puncture wound, assess the person's tetanus immunization status and provide anti-tetanus toxoid as required. If the exposed worker has not received the hepatitis B vaccine, she/he should be given the first dose of the vaccine, and arrangement should be made for the second and third doses. Depending on the circumstances, it may be appropriate for the person to receive Hepatitis B Immune Globulin (HBIG). As well as a full course of the vaccine. HBIG is a preparation containing antibodies specifically designed to attack HBV and should be given within 48 hours of exposure.
IS THERE ANY TREATMENT FOR HEPATTIS B? There is no specific treatment for hepatitis B. Immunization is the most effective tool in preventing the occurrence of the disease. Hospitalization may be required for some patients.
This Policy shall take place effective immediately and shall be made known to every employee.
In effect Feb 6, 2015. Use caution at all times when anyone cuts themselves. Avoid contact as much as possible.
VI. EFFECTIVITY
This Policy shall take effect immediately and shall be made known to all employees.
Original Signed
MRS. ROSEN C. HARVISON, OWNER
Original Signed
RUTCHE MAE NOBLE, V.P. OPERATIONS
ProThrowbacks Policy and Program on Tuberculosis Prevention and Control in the Workplace
ProThrowbacks recognizes that while 80% of Tuberculosis (TB) cases belong to the economically productive individuals, it is also treatable and its spread can be curtailed if proper control measures will be implemented. As such, this TB Policy and Program is hereby issued for the information and guidance of the employees.
PURPOSE:
To address the stigma attached to TB and to ensure that the worker’s right against discrimination, brought by the disease, is protected.
To facilitate free access to anti-TB medicines of affected employees through referrals.
I. IMPLEMENTING STRUCTURE
ProThrowbacks TB Program shall be managed by its health and safety committee consists of representatives from the different divisions and departments.
II. COVERAGE
This Program shall apply to all employees regardless of their employment status.
III. GUIDELINES
A. Preventive Strategies
1. Conduct of Tuberculosis (TB) Advocacy, Training and Education
a. TB education shall be conducted by the Medical City or Strotsenberg Medical Clinic in close coordination with the health and safety committee, through distribution and posting of IEC materials and counseling and/ or lectures.
b. Engineering measures such as improvement of ventilation, provision for adequate sanitary facilities and observance of standard for space requirement (avoidance of overcrowding) shall be implemented.
2. Screening, Diagnosis, Treatment and Referral to Health Care Services
a. ProThrowbacks shall establish a referral system and provide access to diagnostic and treatment services for its employees. The company shall make arrangements with the nearest Direct Observed Treatment (DOT) facility.
b. The company’s adherence to the DOTS guidelines on the diagnosis and treatment is highly encouraged.
B. MEDICAL MANAGEMENT
- ProThrowbacks shall adopt the DOTS strategy in the management of workers with tuberculosis. TB case finding, case holding and Reporting and Recording shall be in accordance with the Comprehensive Unified Policy (CUP) and the National Tuberculosis Control Program.
C. SOCIAL POLICY
1. Non-discriminatory Policy and Practices
a. There shall be no discrimination of any form against employees from pre to post employment, including hiring, promotion, or assignment, on account of their TB status. (ILO C111)
b. Workplace management of sick employees shall not differ from that of any other illness. Persons with TB related illnesses should be able to work for as long as medically fit.
- Work-Accommodation and Arrangement
b. The employee may be allowed to return to work with reasonable working arrangements as determined by the Company Health Care provider and/or the DOTS provider.
D. COMPENSATION
ProThrowbacks shall provide access to Social Security System and Employees Compensation benefits under PD 626 to an employee who acquired TB infection in the performance of his/her duty.
V. ROLES AND RESPONSIBILITIES OF EMPLOYERS AND EMPLOYEES
A. Employer’s Responsibilities
1. ProThrowbacks, together with workers/ labor organizations, company focal personnel for human resources, safety and health personnel shall develop, implement, monitor and evaluate the workplace policy and program on TB.
- Provide information, education and training on TB prevention for its workforce.
- Ensure non-discriminatory practices in the workplace.
- Ensure confidentiality of the health status of its employees and the access to medical records is limited to authorized personnel.
- The Employer, through its Human Resources Department, shall see to it that their company policy and program is adequately funded and made known to all employees.
- The Health and Safety Committee, together with employees/ labor organizations shall jointly review the policy and program and continue to improve these by networking with government and organizations promoting TB prevention.
1. The employee’s organization is required to undertake an active role in educating and training their members on TB prevention and control.
2. Employees shall practice non-discriminatory acts against co-workers.
3. Employees and their organization shall not have access to personnel
data relating to a worker’s TB status.
4. Employees shall comply with universal precaution and the preventive measures.
V. IMPLEMENTATION AND MONITORING
The Safety and Health Committee or its counterpart shall periodically monitor and evaluate the implementation of this Policy and Program.
VI. EFFECTIVITY
This Policy shall take place effective immediately and shall be made known to every employee.
Original Signed
MRS. ROSEN C. HARVISON, OWNER
Original Signed
RUTCHE MAE NOBLE, V.P. OPERATIONS
In effect Feb 6, 2015
PROTHROWBACKS DRESS CODE
Pure Gold does not allow the use of personal communication devices during working hours as it may present a distraction to employees and customers. ProThrowbacks employees have been given limited access only when it is necessary to contact the office or other ProThrowbacks personnel regarding a business matter. ProThrowbacks reserves the right to do random checks of text messages from employees cell phones outbox to ensure compliance of this rule.
Think family business and safety before dressing and coming to work!
Ensure close-toed shoes are worn at all time. No filp flop or sandals!
Please ensure to wear our ProThrowbacks shirt at work.
No excessive jewelry or body piercing is allowed at any time during working hours.
No change of one's natural hair color unless approved in advance by the Owner or CEO
These updates are joined with our other store policies and mandatory reading.
Pure Gold does not allow the use of personal communication devices during working hours as it may present a distraction to employees and customers. ProThrowbacks employees have been given limited access only when it is necessary to contact the office or other ProThrowbacks personnel regarding a business matter. ProThrowbacks reserves the right to do random checks of text messages from employees cell phones outbox to ensure compliance of this rule.
Think family business and safety before dressing and coming to work!
Ensure close-toed shoes are worn at all time. No filp flop or sandals!
Please ensure to wear our ProThrowbacks shirt at work.
No excessive jewelry or body piercing is allowed at any time during working hours.
No change of one's natural hair color unless approved in advance by the Owner or CEO
These updates are joined with our other store policies and mandatory reading.
PROTHROWBACKS DRUG FREE IN THE WORK PLACE POLICY
“DRUG-FREE WORKPLACE POLICY AND PROGRAM”
In compliance with Article V of Republic Act No. 9165, otherwise known as the Comprehensive Dangerous Drugs Act of 2002, and its Implementing Rules and Regulations and DOLE Department Order No. 53-03, series of 2003 (Guidelines for the Implementation of a Drug-Free Workplace Policies and Programs for the Private Sector), ProThrowbacks hereby adopts the following policies and programs to achieve a drug-free workplace:
ProThrowbacks explicitly prohibits:
MRS. ROSEN C. HARVISON, OWNER
Original Signed
RUTCHE MAE NOBLE, V.P. OPERATIONS
“DRUG-FREE WORKPLACE POLICY AND PROGRAM”
In compliance with Article V of Republic Act No. 9165, otherwise known as the Comprehensive Dangerous Drugs Act of 2002, and its Implementing Rules and Regulations and DOLE Department Order No. 53-03, series of 2003 (Guidelines for the Implementation of a Drug-Free Workplace Policies and Programs for the Private Sector), ProThrowbacks hereby adopts the following policies and programs to achieve a drug-free workplace:
- COMPANY POLICY ON DRUG-FREE WORKPLACE
ProThrowbacks explicitly prohibits:
- The use, possession, solicitation for, or sale of dangerous drugs on company premises or while performing an assignment.
- Being impaired or under the influence of dangerous drugs away from the company, if such impairment or influence adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the company's reputation.
- Possession, use, solicitation for, or sale of dangerous drugs away from the company premises, if such activity or involvement adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the company's reputation.
- The presence of any detectable amount of dangerous drugs in the employee's system while at work, while on the premises of the company, or while on company business. "Dangerous Drugs" include those listed in the Schedules annexed to the 1961 Single Convention on Narcotic Drugs, as amended by the 1972 Protocol, and in the Schedules annexed to the 1971 Single Convention on Psychotropic Substances as enumerated in the attached annex of R.A. 9165.
- COMPANY PROGRAM ON DRUG-FREE WORKPLACE
- MANDATORY DRUG TEST
- To ensure that only those qualified shall be screened and recruited to prevent the detrimental effects (e.g. lower productivity; poor decision making; increased accidents; more compensation claims; and reduced team effort) which drug use and abuse may cause in the workplace, the conduct of mandatory drug test shall be required for pre-employment.
- ProThrowbacks designates Medical City or Strotsenberg Medical Clinic a duly accredited drug testing center by the Department of Health (DOH), as its authorized drug testing laboratory.
- ProThrowbacks may also conduct drug testing under any of the following circumstances:
- RANDOM TESTING: Officer/employees may be selected at random for drug testing at any interval determined by the Company.
- FOR-CAUSE TESTING: The company may ask an officer/employee to submit to a drug test at any time it feels that the employee may be under the influence of drugs, including, but not limited to, the following circumstances: evidence of drugs on or about the employee's person or in the employee's vicinity, unusual conduct on the employee's part that suggests impairment or influence of drugs, negative performance patterns, or excessive and unexplained absenteeism or tardiness.
- POST-ACCIDENT TESTING: Any officer/employee involved in a “Near-Miss” incident or “Work Accident” under circumstances that suggest possible use or influence of drugs may be asked to submit to a drug test. As defined herein, “Near-Miss” means an incident arising from or in the course of work which could have led to injuries or fatalities of the workers and/or considerable damage to the employer had it not been curtailed. “Work Accident” refers to unplanned or unexpected occurrence that may or may not result in personal injury, property damage, work stoppage or interference or any combination thereof of which arises out of and in the course of employment.
- All drug tests shall employ, among others, two (2) testing methods, the screening test which will determine the positive result as well as the type of the drug used and the confirmatory test which will confirm a positive screening test. Where the confirmatory test turns positive, the company’s Assessment Team shall evaluate the results and determine the level of care and administrative interventions that can be extended to the concerned employee.
- ProThrowbacks shall inform the officer/employee who was subjected to a drug test of the test-results whether positive or negative.
- All costs of drug testing shall be borne by ProThrowbacks.
- TREATMENT, REHABILITATION, AND REFERRAL
- An officer/employee who, for the first time, is found positive of drug use, shall be referred for treatment and/or rehabilitation in a DOH accredited center. For this purpose, ProThrowbacks shall provide a list of at least three (3) accredited facilities which an employee who was tested positive for drugs may choose from.
- Following rehabilitation, the company’s Assessment Team, in consultation with the head of the rehabilitation center, shall evaluate the status of the drug dependent employee and recommend to the employer the resumption of the employee’s job if he/she poses no serious danger to his/her co-employees and/or the workplace.
- All costs for the treatment and rehabilitation of the drug dependent employee shall be charged to his account. The period during which the employee is under treatment or rehabilitation shall be considered as authorized leaves.
- Repeated drug use even after ample opportunity for treatment and rehabilitation shall be dealt with the corresponding penalties under R.A. 9165 and is a ground for dismissal.
- ADVOCACY, EDUCATION AND TRAINING
- ProThrowbacks undertakes to increase the awareness and education of its officers and employees on the adverse effects of dangerous drugs through continuous advocacy, education and training programs/activities to all its officers and employees.
- All officers and employees are required to undergo an orientation/education program before assumption of their respective duties. The program shall include the following topics:
- Salient features of R.A. 9165;
- Adverse effects of abuse and/or misuse of dangerous drugs on the person, workplace, family and the community;
- Preventive measures against drug abuse; and
- Steps to take when intervention is needed, as well as available services for treatment and rehabilitation.
- To encourage all officers and employees to lead a healthy lifestyle while at work and at home, ProThrowbacks undertakes to conduct the following activities as often as possible:
- Lifestyle assessment programs on health nutrition, weight management, stress management, alcohol abuse, smoking cessation, and other indicators of risk diseases;
- Health wellness screenings (e.g. blood pressure and heart rate, cholesterol test, blood glucose, etc.);
- Sports, recreational and fun-game activities; and
- Other activities promoting health and wellness.
- ROLES, RIGHTS AND RESPONSIBILITIES OF EMPLOYER AND EMPLOYEES
- ProThrowbacks shall ensure that the workplace policies and programs on the prevention and control of dangerous drugs, including drug testing, shall be disseminated to all officers and employees. The employer shall obtain a written acknowledgement from the employees that the policy has been read and understood by them.
- ProThrowbacks shall maintain the confidentiality of all information relating to drug tests or to the identification of drug users in the workplace; exceptions may be made only where required by law, in case of overriding public health and safety concerns; or where such exceptions have been authorized in writing by the person concerned.
- All officers and employees shall enjoy the right to due process, absence of which will render the referral procedure ineffective.
- CONSEQUENCES OF POLICY VIOLATIONS
- Any officer or employee who uses, possesses, distributes, sells or attempts to sell, tolerates, or transfers dangerous drugs or otherwise commits other unlawful acts as defined under Article II of RA 9165 and its Implementing Rules and Regulations shall be subject to the pertinent provisions of the said Act.
- Any officer or employee found positive for use of dangerous drugs shall be dealt with administratively in accordance with the provisions of Article 282 of Book VI of the Labor Code and under RA 9165.
- MONITORING AND EVALUATION
- The implementation of these policies and programs shall be monitored and evaluated periodically by management to ensure a drug-free workplace. For this purpose, an Assessment Team shall be constituted in accordance with D.O. 53-03.
- EFFECTIVITY.
- The provisions of these policies and programs shall be immediately effective after its ratification by the management and the employee’s representatives and its posting in the company’s bulletin board.
MRS. ROSEN C. HARVISON, OWNER
Original Signed
RUTCHE MAE NOBLE, V.P. OPERATIONS
POLICY ON CELLULAR AND WIRELESS DEVICES
This policy outlines the use of personal cellular/wireless devices at work, the personal use of business cellular/wireless devices.
It is ProThrowbacks policy that use of personal cellular/wireless devices shall be limited during lunch hour only in the designated lunch location.
Personal Cellular and/or Wireless Devices: Excessive use of cellular/wireless devices during the work day, regardless of the phone or device used, can interfere with employee productivity and be distracting to others. Cellular phones may not be used at any work site where the operation of the phone is or may be a distraction to the public or other employees.
Telephone Calls/Text Messaging: Employees are expected to make personal calls on non-work time (lunch) and to ensure that friends and family members are aware of the ProThrowbacks policy. Flexibility will be provided in circumstances demanding immediate personal phone use, but this immediate need should be communicated to an employee’s supervisor or head office.
Prohibited Activities: In order to ensure a productive work day, the following use of a personal cellular/wireless device are prohibited during working hours:
a. Accessing the internet for non-work related purposes
b. Playing games
c. Watching television
d. Any activity that violates the policy, including accessing and/or distributing pornographic or harassing material.
Where job or business needs demand immediate access to an employee, ProThrowbacks will issue a store-owned and serviced cell phone to an employee for work-related communications.
Text Messaging: Will not be included with any phone service plan unless the Main Office has identified a business necessity for the use of text messaging.
Reimbursement for Personal Use: If an employee’s personal use of the ProThrowbacks cellular phone results in a charge to the company, the user will be responsible for reimbursing ProThrowbacks. This includes charges for text messaging, long distance and/or roaming charges, overage charges, multimedia charges, and charges for directory assistance. Employees in possession of ProThrowbacks equipment such as cellular phones are expected to protect the equipment from loss, damage, or theft. Upon resignation or termination of employment, or at any time upon request, the employee may be asked to produce the phone for return or inspection. Employees unable to present the phone in good working condition within the time period requested (for example, 24 hours) may be expected to bear the cost of a replacement.
Employees who separate from employment with outstanding debts for equipment loss or unauthorized charges will be considered to have left employment on unsatisfactory terms and may be subject to legal action for recovery of the loss.
Safety Issues for Use of Cellular Devices: Employees whose job responsibilities include regular or occasional driving are encouraged to refrain from using a cellular device while driving. Safety must come before all other concerns. Regardless of the circumstances, including slow or stopped traffic, employees are strongly encouraged to pull off to a reasonably safe location and safely stop the vehicle before placing or accepting a call. If acceptance of a call is unavoidable and pulling over is not an option, employees are required to use hands-free options and are expected to keep the call short, refrain from discussion of complicated or emotional issues, and keep their eyes on the road. Special care should be taken in situations where there is traffic, inclement weather or the employee is driving in an unfamiliar area. Under no circumstances are employees allowed to place themselves at risk to fulfill business needs. In situations where a cell phone has been issued and the employee’s job responsibilities include regular driving and accepting of business calls, hands-free equipment will be provided to facilitate the provisions of this policy. With the exception of extraordinary circumstances, operators of authorized emergency vehicles are to comply with the hands-free requirement while driving. Employees whose job responsibilities do not specifically include driving as an essential function, but who are issued a cell phone for business use, are also expected to abide by the provisions above. Text messaging, reading emails, writing emails, or accessing the internet while driving is not allowable under any circumstance. Employees who are charged with traffic violations resulting from the use of a cellular phone while driving on duty may be subject to disciplinary action and personal liability resulting from such traffic violations and are responsible for paying the cost of the citation.
I certify that I have read and understand this policy and that it is my responsibility to read and comprehend this policy. I have read and understand the content, requirements, and expectations of the Policy and I agree to abide by the policy guidelines. I understand that if at any time I have questions regarding the Policy, I will consult with my immediate supervisor or the Personnel Office.
All scheduled store personal cellphones will be checked in at the main store safe during working hours. I agree to observe and follow the acceptable use policy. I understand that failure to abide by the policy could result in other disciplinary actions.
This policy outlines the use of personal cellular/wireless devices at work, the personal use of business cellular/wireless devices.
It is ProThrowbacks policy that use of personal cellular/wireless devices shall be limited during lunch hour only in the designated lunch location.
Personal Cellular and/or Wireless Devices: Excessive use of cellular/wireless devices during the work day, regardless of the phone or device used, can interfere with employee productivity and be distracting to others. Cellular phones may not be used at any work site where the operation of the phone is or may be a distraction to the public or other employees.
Telephone Calls/Text Messaging: Employees are expected to make personal calls on non-work time (lunch) and to ensure that friends and family members are aware of the ProThrowbacks policy. Flexibility will be provided in circumstances demanding immediate personal phone use, but this immediate need should be communicated to an employee’s supervisor or head office.
Prohibited Activities: In order to ensure a productive work day, the following use of a personal cellular/wireless device are prohibited during working hours:
a. Accessing the internet for non-work related purposes
b. Playing games
c. Watching television
d. Any activity that violates the policy, including accessing and/or distributing pornographic or harassing material.
Where job or business needs demand immediate access to an employee, ProThrowbacks will issue a store-owned and serviced cell phone to an employee for work-related communications.
Text Messaging: Will not be included with any phone service plan unless the Main Office has identified a business necessity for the use of text messaging.
Reimbursement for Personal Use: If an employee’s personal use of the ProThrowbacks cellular phone results in a charge to the company, the user will be responsible for reimbursing ProThrowbacks. This includes charges for text messaging, long distance and/or roaming charges, overage charges, multimedia charges, and charges for directory assistance. Employees in possession of ProThrowbacks equipment such as cellular phones are expected to protect the equipment from loss, damage, or theft. Upon resignation or termination of employment, or at any time upon request, the employee may be asked to produce the phone for return or inspection. Employees unable to present the phone in good working condition within the time period requested (for example, 24 hours) may be expected to bear the cost of a replacement.
Employees who separate from employment with outstanding debts for equipment loss or unauthorized charges will be considered to have left employment on unsatisfactory terms and may be subject to legal action for recovery of the loss.
Safety Issues for Use of Cellular Devices: Employees whose job responsibilities include regular or occasional driving are encouraged to refrain from using a cellular device while driving. Safety must come before all other concerns. Regardless of the circumstances, including slow or stopped traffic, employees are strongly encouraged to pull off to a reasonably safe location and safely stop the vehicle before placing or accepting a call. If acceptance of a call is unavoidable and pulling over is not an option, employees are required to use hands-free options and are expected to keep the call short, refrain from discussion of complicated or emotional issues, and keep their eyes on the road. Special care should be taken in situations where there is traffic, inclement weather or the employee is driving in an unfamiliar area. Under no circumstances are employees allowed to place themselves at risk to fulfill business needs. In situations where a cell phone has been issued and the employee’s job responsibilities include regular driving and accepting of business calls, hands-free equipment will be provided to facilitate the provisions of this policy. With the exception of extraordinary circumstances, operators of authorized emergency vehicles are to comply with the hands-free requirement while driving. Employees whose job responsibilities do not specifically include driving as an essential function, but who are issued a cell phone for business use, are also expected to abide by the provisions above. Text messaging, reading emails, writing emails, or accessing the internet while driving is not allowable under any circumstance. Employees who are charged with traffic violations resulting from the use of a cellular phone while driving on duty may be subject to disciplinary action and personal liability resulting from such traffic violations and are responsible for paying the cost of the citation.
I certify that I have read and understand this policy and that it is my responsibility to read and comprehend this policy. I have read and understand the content, requirements, and expectations of the Policy and I agree to abide by the policy guidelines. I understand that if at any time I have questions regarding the Policy, I will consult with my immediate supervisor or the Personnel Office.
All scheduled store personal cellphones will be checked in at the main store safe during working hours. I agree to observe and follow the acceptable use policy. I understand that failure to abide by the policy could result in other disciplinary actions.
RECORDS KEEPING
Your Responsibilities as an Employee assigned to the office.
Your responsibilities as an employee are focused toward being a professional in your field of work. While you read ProThrowbacks Standard Operating Procedures, you will see that many of the following responsibilities are implied as part of a greater commitment to professional excellence.
DTI - every 5 years
BIR 0605 Jan Annual
SALES FROM PREVIOUS YEAR - Jan
NEW FIRE PERMIT -
SANITARY REQUIREMENTS -
ASSESSTMENT AND EVALUATION
X-RAYS - Annual
ALPHA LIST
PHIL HEALTH PAYMENT SUMMARY
SSS PAYMENT SUMMARY
1604-e
1604cf
Monthly Sales Report
Monthly Labor Report
Annual Labor Report
prepare alphalist with 2316 for BIR deadline Jan 31
fillout tax agent for the correct year save and go to 1604cf
look for 7.1 for ex-employees and 7.3 for current employees save on disc generate file and save dat file
how to figure gross income
sss contribution from employer, phil health and pagibig from employer
Annual Inventory Prothrowbacks -000
Annual Inventory Prothrowbacks -006
Annual A-1 and A-2 Import Saving Form
end of the year inventory for each registered account with BIR
fill out 2307 form for people you deal with for Non-Vat
Submit Annual DOLE Report - Jan
As indicated on the BIR website:
GENERAL AUDIT PROCEDURES AND DOCUMENTATION
1. When does the audit process begin?The audit process commences with the issuance of a Letter of Authority to a taxpayer who has been selected for audit.
2. What is a Letter of Authority? The Letter of Authority is an official document that empowers a Revenue Officer to examine and scrutinize a Taxpayer’s books of accounts and other accounting records, in order to determine the Taxpayer’s correct internal revenue tax liabilities.
3. Who issues the Letter of Authority? Letter of Authority, for audit/investigation of taxpayers under the jurisdiction of National Office, shall be issued and approved by the Commissioner of Internal Revenue, while, for taxpayers under the jurisdiction of Regional Offices, it shall be issued by the Regional Director.
4. When must a Letter of Authority be served? A Letter of Authority must be served to the concerned Taxpayer within thirty (30) days from its date of issuance, otherwise, it shall become null and void. The Taxpayer shall then have the right to refuse the service of this LA, unless the LA is revalidated.
5. How often can a Letter of Authority be revalidated? A Letter of Authority is revalidated through the issuance of a new LA. However, a Letter of Authority can be revalidated--
Only once, for LAs issued in the Revenue Regional Offices or the Revenue District Offices; or
Twice, in the case of LAs issued by the National Office.
Any suspended LA(s) must be attached to the new LA issued (RMO 38-88).
6. How much time does a Revenue Officer have to conduct an audit? A Revenue Officer is allowed only one hundred twenty (120) days from the date of receipt of a Letter of Authority by the Taxpayer to conduct the audit and submit the required report of investigation. If the Revenue Officer is unable to submit his final report of investigation within the 120-day period, he must then submit a Progress Report to his Head of Office, and surrender the Letter of Authority for revalidation.
7. How is a particular taxpayer selected for audit? Officers of the Bureau (Revenue District Officers, Chief, Large Taxpayer Assessment Division, Chief, Excise Taxpayer Operations Division, Chief, Policy Cases and Tax Fraud Division) responsible for the conduct of audit/investigation shall prepare a list of all taxpayer who fall within the selection criteria prescribed in a Revenue Memorandum Order issued by the CIR to establish guidelines for the audit program of a particular year. The list of taxpayers shall then be submitted to their respective Assistant Commissioner for pre-approval and to the Commissioner of Internal Revenue for final approval. The list submitted by RDO shall be pre-approved by the Regional Director and finally approved by Assistant Commissioner, Assessment Service (RMOs 64-99, 67-99, 18-2000 and 19-2000).
8. How many times can a taxpayer be subjected to examination and inspection for the same taxable year? A taxpayer’s books of accounts shall be subjected to examination and inspection only once for a taxable year, except in the following cases:
When the Commissioner determines that fraud, irregularities, or mistakes were committed by Taxpayer;
When the Taxpayer himself requests a re-investigation or re-examination of his books of accounts;
When there is a need to verify the Taxpayer’s compliance with withholding and other internal revenue taxes as prescribed in a Revenue Memorandum Order issued by the Commissioner of Internal Revenue.
When the Taxpayer’s capital gains tax liabilities must be verified; and
When the Commissioner chooses to exercise his power to obtain information relative to the examination of other Taxpayers (Secs. 5 and 235, NIRC).
9. What are some of the powers of the Commissioner relative to the audit process? In addition to the authority of the Commissioner to examine and inspect the books of accounts of a Taxpayer who is being audited, the Commissioner may also:
Obtain data and information from private parties other than the Taxpayer himself (Sec.5, NIRC); and
Conduct inventory and surveillance, and prescribe presumptive gross sales and receipts (Sec. 6, NIRC).
10. What is a Notice for Informal Conference ?A Notice for Informal Conference is a written notice informing a Taxpayer that the findings of the audit conducted on his books of accounts and accounting records indicate that additional taxes or deficiency assessments have to be paid.
If, after the culmination of an audit, a Revenue Officer recommends the imposition of deficiency assessments, this recommendation is communicated by the Bureau to the Taxpayer concerned during an informal conference called for this purpose. The Taxpayer shall then have fifteen (15) days from the date of his receipt of the Notice for Informal Conference to explain his side.
11. Within what time period must an assessment be made? An assessment must be made within three (3) years from the last day prescribed by law for the filing of the tax return for the tax that is being subjected to assessment or from the day the return was filed if filed late. However, in cases involving tax fraud, the Bureau has ten (10) years from the date of discovery of such fraud within which to make the assessment. Any assessments issued after the applicable period are deemed to have prescribed, and can no longer be collected from the Taxpayer, unless the Taxpayer has previously executed a Waiver of Statute of Limitations.
12. What is "Jeopardy Assessment"? A Jeopardy Assessment is a tax assessment made by an authorized Revenue Officer without the benefit of complete or partial audit, in light of the RO’s belief that the assessment and collection of a deficiency tax will be jeopardized by delay caused by the Taxpayer’s failure to:
Comply with audit and investigation requirements to present his books of accounts and/or pertinent records, or
Substantiate all or any of the deductions, exemptions or credits claimed in his return.
13. What is a Pre-Assessment Notice (PAN)? The Pre-Assessment Notice is a communication issued by the Regional Assessment Division, or any other concerned BIR Office, informing a Taxpayer who has been audited of the findings of the Revenue Officer, following the review of these findings.
If the Taxpayer disagrees with the findings stated in the PAN, he shall then have fifteen (15) days from his receipt of the PAN to file a written reply contesting the proposed assessment.
14. Under what instances is PAN no longer required? A Preliminary Assessment Notice shall not be required in any of the following cases, in which case, issuance of the formal assessment notice for the payment of the taxpayer’s deficiency tax liability shall be sufficient:
When the finding for any deficiency tax is the result of mathematical error in the computation of the tax appearing on the face of the tax return filed by the taxpayer; or
When a discrepancy has been determined between the tax withheld and the amount actually remitted by the withholding agent; or
When a taxpayer who opted to claim a refund or tax credit of excess creditable withholding tax for a taxable period was determined to have carried over and automatically applied the same amount claimed against the estimated tax liabilities for the taxable quarter or quarters of the succeeding taxable year; or
When the excise tax due on excisable articles has not been paid; or
When an article locally purchased or imported by an exempt person, such as, but not limited to, vehicles, capital equipment, machineries and spare parts, has been sold, traded or transferred to non-exempt persons.
15. What is a Notice of Assessment/Formal Letter of Demand?
A Notice of Assessment is a declaration of deficiency taxes issued to a Taxpayer who fails to respond to a Pre-Assessment Notice within the prescribed period of time, or whose reply to the PAN was found to be without merit. The Notice of Assessment shall inform the Taxpayer of this fact, and that the report of investigation submitted by the Revenue Officer conducting the audit shall be given due course.
The formal letter of demand calling for payment of the taxpayer’s deficiency tax or taxes shall state the facts, the law, rules and regulations, or jurisprudence on which the assessment is based, otherwise, the formal letter of demand and the notice of assessment shall be void.
TAXPAYER’S OBLIGATIONS AND PRIVILEGES
16. What is required of a taxpayer who is being audited? A Taxpayer who is being audited is obliged to:
Duly acknowledge his receipt of the appropriate Letter of Authority upon its presentation by the Revenue Officer authorized to conduct the audit by affixing in the Letter of Authority the name of the recipient and the date of receipt.
Present within a reasonable period of time, his books of accounts and other related accounting records that may be required by the Revenue Officer; and
Submit the necessary schedules as may be requested by the Revenue Officer within a reasonable amount of time from his (Taxpayer’s) receipt of the Letter of Authority.
Your Responsibilities as an Employee assigned to the office.
Your responsibilities as an employee are focused toward being a professional in your field of work. While you read ProThrowbacks Standard Operating Procedures, you will see that many of the following responsibilities are implied as part of a greater commitment to professional excellence.
- Be accurate on all financial transactions.
- Monthly reports include labor report to CDC, monthly sales to CDC.
- Quarterly tax report - See Accountant Alan for summary of income and expenses.
- Keep up to date on new BIR, BOC, CDC, DOLE, SSS, Phil Health, Pag-I-Big regulations
- Ensure all payments are made by the 10th of the following month.
- Keep all records for a period of ten years.
- Keep all records of local bring-ins and imported items.
- Keep all used receipt books and manual BIR books.
- Keep records of all Labor reports and ensure agencies stamps on the appropriate documents.
- All electronic filing acknowledgements should be printed and also kept in a separate folder for future reference.
- Here's a checklist needed every year.
DTI - every 5 years
BIR 0605 Jan Annual
SALES FROM PREVIOUS YEAR - Jan
NEW FIRE PERMIT -
SANITARY REQUIREMENTS -
ASSESSTMENT AND EVALUATION
X-RAYS - Annual
ALPHA LIST
PHIL HEALTH PAYMENT SUMMARY
SSS PAYMENT SUMMARY
1604-e
1604cf
Monthly Sales Report
Monthly Labor Report
Annual Labor Report
prepare alphalist with 2316 for BIR deadline Jan 31
fillout tax agent for the correct year save and go to 1604cf
look for 7.1 for ex-employees and 7.3 for current employees save on disc generate file and save dat file
how to figure gross income
sss contribution from employer, phil health and pagibig from employer
Annual Inventory Prothrowbacks -000
Annual Inventory Prothrowbacks -006
Annual A-1 and A-2 Import Saving Form
end of the year inventory for each registered account with BIR
fill out 2307 form for people you deal with for Non-Vat
Submit Annual DOLE Report - Jan
As indicated on the BIR website:
GENERAL AUDIT PROCEDURES AND DOCUMENTATION
1. When does the audit process begin?The audit process commences with the issuance of a Letter of Authority to a taxpayer who has been selected for audit.
2. What is a Letter of Authority? The Letter of Authority is an official document that empowers a Revenue Officer to examine and scrutinize a Taxpayer’s books of accounts and other accounting records, in order to determine the Taxpayer’s correct internal revenue tax liabilities.
3. Who issues the Letter of Authority? Letter of Authority, for audit/investigation of taxpayers under the jurisdiction of National Office, shall be issued and approved by the Commissioner of Internal Revenue, while, for taxpayers under the jurisdiction of Regional Offices, it shall be issued by the Regional Director.
4. When must a Letter of Authority be served? A Letter of Authority must be served to the concerned Taxpayer within thirty (30) days from its date of issuance, otherwise, it shall become null and void. The Taxpayer shall then have the right to refuse the service of this LA, unless the LA is revalidated.
5. How often can a Letter of Authority be revalidated? A Letter of Authority is revalidated through the issuance of a new LA. However, a Letter of Authority can be revalidated--
Only once, for LAs issued in the Revenue Regional Offices or the Revenue District Offices; or
Twice, in the case of LAs issued by the National Office.
Any suspended LA(s) must be attached to the new LA issued (RMO 38-88).
6. How much time does a Revenue Officer have to conduct an audit? A Revenue Officer is allowed only one hundred twenty (120) days from the date of receipt of a Letter of Authority by the Taxpayer to conduct the audit and submit the required report of investigation. If the Revenue Officer is unable to submit his final report of investigation within the 120-day period, he must then submit a Progress Report to his Head of Office, and surrender the Letter of Authority for revalidation.
7. How is a particular taxpayer selected for audit? Officers of the Bureau (Revenue District Officers, Chief, Large Taxpayer Assessment Division, Chief, Excise Taxpayer Operations Division, Chief, Policy Cases and Tax Fraud Division) responsible for the conduct of audit/investigation shall prepare a list of all taxpayer who fall within the selection criteria prescribed in a Revenue Memorandum Order issued by the CIR to establish guidelines for the audit program of a particular year. The list of taxpayers shall then be submitted to their respective Assistant Commissioner for pre-approval and to the Commissioner of Internal Revenue for final approval. The list submitted by RDO shall be pre-approved by the Regional Director and finally approved by Assistant Commissioner, Assessment Service (RMOs 64-99, 67-99, 18-2000 and 19-2000).
8. How many times can a taxpayer be subjected to examination and inspection for the same taxable year? A taxpayer’s books of accounts shall be subjected to examination and inspection only once for a taxable year, except in the following cases:
When the Commissioner determines that fraud, irregularities, or mistakes were committed by Taxpayer;
When the Taxpayer himself requests a re-investigation or re-examination of his books of accounts;
When there is a need to verify the Taxpayer’s compliance with withholding and other internal revenue taxes as prescribed in a Revenue Memorandum Order issued by the Commissioner of Internal Revenue.
When the Taxpayer’s capital gains tax liabilities must be verified; and
When the Commissioner chooses to exercise his power to obtain information relative to the examination of other Taxpayers (Secs. 5 and 235, NIRC).
9. What are some of the powers of the Commissioner relative to the audit process? In addition to the authority of the Commissioner to examine and inspect the books of accounts of a Taxpayer who is being audited, the Commissioner may also:
Obtain data and information from private parties other than the Taxpayer himself (Sec.5, NIRC); and
Conduct inventory and surveillance, and prescribe presumptive gross sales and receipts (Sec. 6, NIRC).
10. What is a Notice for Informal Conference ?A Notice for Informal Conference is a written notice informing a Taxpayer that the findings of the audit conducted on his books of accounts and accounting records indicate that additional taxes or deficiency assessments have to be paid.
If, after the culmination of an audit, a Revenue Officer recommends the imposition of deficiency assessments, this recommendation is communicated by the Bureau to the Taxpayer concerned during an informal conference called for this purpose. The Taxpayer shall then have fifteen (15) days from the date of his receipt of the Notice for Informal Conference to explain his side.
11. Within what time period must an assessment be made? An assessment must be made within three (3) years from the last day prescribed by law for the filing of the tax return for the tax that is being subjected to assessment or from the day the return was filed if filed late. However, in cases involving tax fraud, the Bureau has ten (10) years from the date of discovery of such fraud within which to make the assessment. Any assessments issued after the applicable period are deemed to have prescribed, and can no longer be collected from the Taxpayer, unless the Taxpayer has previously executed a Waiver of Statute of Limitations.
12. What is "Jeopardy Assessment"? A Jeopardy Assessment is a tax assessment made by an authorized Revenue Officer without the benefit of complete or partial audit, in light of the RO’s belief that the assessment and collection of a deficiency tax will be jeopardized by delay caused by the Taxpayer’s failure to:
Comply with audit and investigation requirements to present his books of accounts and/or pertinent records, or
Substantiate all or any of the deductions, exemptions or credits claimed in his return.
13. What is a Pre-Assessment Notice (PAN)? The Pre-Assessment Notice is a communication issued by the Regional Assessment Division, or any other concerned BIR Office, informing a Taxpayer who has been audited of the findings of the Revenue Officer, following the review of these findings.
If the Taxpayer disagrees with the findings stated in the PAN, he shall then have fifteen (15) days from his receipt of the PAN to file a written reply contesting the proposed assessment.
14. Under what instances is PAN no longer required? A Preliminary Assessment Notice shall not be required in any of the following cases, in which case, issuance of the formal assessment notice for the payment of the taxpayer’s deficiency tax liability shall be sufficient:
When the finding for any deficiency tax is the result of mathematical error in the computation of the tax appearing on the face of the tax return filed by the taxpayer; or
When a discrepancy has been determined between the tax withheld and the amount actually remitted by the withholding agent; or
When a taxpayer who opted to claim a refund or tax credit of excess creditable withholding tax for a taxable period was determined to have carried over and automatically applied the same amount claimed against the estimated tax liabilities for the taxable quarter or quarters of the succeeding taxable year; or
When the excise tax due on excisable articles has not been paid; or
When an article locally purchased or imported by an exempt person, such as, but not limited to, vehicles, capital equipment, machineries and spare parts, has been sold, traded or transferred to non-exempt persons.
15. What is a Notice of Assessment/Formal Letter of Demand?
A Notice of Assessment is a declaration of deficiency taxes issued to a Taxpayer who fails to respond to a Pre-Assessment Notice within the prescribed period of time, or whose reply to the PAN was found to be without merit. The Notice of Assessment shall inform the Taxpayer of this fact, and that the report of investigation submitted by the Revenue Officer conducting the audit shall be given due course.
The formal letter of demand calling for payment of the taxpayer’s deficiency tax or taxes shall state the facts, the law, rules and regulations, or jurisprudence on which the assessment is based, otherwise, the formal letter of demand and the notice of assessment shall be void.
TAXPAYER’S OBLIGATIONS AND PRIVILEGES
16. What is required of a taxpayer who is being audited? A Taxpayer who is being audited is obliged to:
Duly acknowledge his receipt of the appropriate Letter of Authority upon its presentation by the Revenue Officer authorized to conduct the audit by affixing in the Letter of Authority the name of the recipient and the date of receipt.
Present within a reasonable period of time, his books of accounts and other related accounting records that may be required by the Revenue Officer; and
Submit the necessary schedules as may be requested by the Revenue Officer within a reasonable amount of time from his (Taxpayer’s) receipt of the Letter of Authority.
STANDARD OPERATION PROCEDURES - CASH HANDLING
What is cash handling?
Cash handling describes the different ways you can receive payment for services and goods provided. It can be by cash, credit cards, bank transfers, and paypal payments.
CASH
Ø WHEN THE CUSTOMER HANDS YOU THE MONEY TO PURCHASE THE ITEM/ITEMS IN OUR STORE MAKE SURE YOU COUNT THE MONEY IN FRONT OF THEM AT THE COUNTER, COUNT THE MONEY IN FRONT OF THE CUSTOMER, NEW EMPLOYEES SHOULD HAVE A SUPERVISOR APPROVE THE TRANSACTION. ALL LARGE TICKET ITEMS SHOULD HAVE THE SUPERVISOR APPROVE.
Ø CHECK THE MONEY USING THE MONEY DETECTOR TO PREVENT FROM USING FAKE BILLS
Ø WRITE A PROPER RECEIPT INDICATING THE CORRECT ITEM NUMBER AND BRIEF DESCRIPTION. (NOTE: PLS IF YOU ARE A NEW EMPLOYEE MAKE SURE ASK HELP FROM YOUR SUPERVISOR)
Ø PUT THE MONEY IN THE CASH REGISTER (IF YOU’RE A NEW EMPLOYEE ASK YOUR SUPERVISOR TO DO IT)
Ø GET THE EXACT CHANGE FOR THE CUSTOMER VIA THE CASH REGISTER
Ø COUNT THE CHANGE IN FRONT OF HIM/HER AND PLACE THE CHANGE IN HIS/HER HANDS WHILE COUNTING
Ø GIVE THE RECEIPT AND THE ITEM/S AFTERWARDS AND SAY THANK YOU COME AGAIN.
CREDIT CARD
Ø WHEN THE CUSTOMER IS USING CREDIT CARD ASK FOR THEIR I.D FIRST
Ø THEN SWIPE IT ON OUR MACHINE
Ø AFTER THE TRANSACTION IS DONE WRITE A RECEIPT (DON'T WRITE THE RECEIPT FIRST AS THE CREDIT CARD MAY NO LONGER BE VALID)
Ø MAKE SURE THAT THE CUSTOMER WILL SIGN THE BANKS COPY AND THE MERCHANDISER COPY
Ø THEN ISSUE THE RECIEPT
Ø HAND THE CUSTOMER COPY CREDIT CARD RECEIPT AND THE OFFICIAL SALES INVOICE RECIEPT TO THE CUSTOMER W/ THE CREDIT CARD AND THE I.D AND THE ITEM/S THEY PURCHASE. SAY THANK YOU AND COME AGAIN.
Ø Credit Card Settlement - To settle all the transaction for the end of the day.
PAYING BY BANK CHECK
Ø ON A CASE BY CASE BASIS, ONLY APPROVED BY THE OWNER.
Ø MAKE SURE THAT THE AMOUNT IS EXACT BASE ON THE ITEM HE/SHE PURCHASE
Ø GET THE INFORMATION OF THE CUSTOMER LIKE I.D, CONTACT NO. AND ADDRESS.
PARTIAL PAYMENTS
Ø WHEN THE CUSTOMER WANTS TO PAY INSTALLMENT, WE CAN APPROVE THE PURCHASE WITH A SMALL DOWN PAYMENT USING A CREDIT CARD OR CASH BASIS.
Ø IF THEY USE A CREDIT CARD, THE BANK ITSELF MAKES THE PAYMENT OPTION (NOT PROTHROWBACKS)
Ø FOR A CASH DOWN PAYMENT, THE CUSTOMER WILL NEGOTIATE ON HOW LONG HE/SHE WANTS TO PAY FOR THE ITEM/S UNTIL PAID IN FULL.
Ø DURING THE PROCESS, HE/SHE WILL WAIT UNTIL THEY ARE FULLY PAID FOR THE RELEASE OF THE ITEM/S.
Ø AS BEST AS POSSIBLE, TRY AND KEEP HIS/HER ITEM AWAY FROM THE DISPLAY AREA TO MAKE SURE THAT NO ONE ELSE WILL PURCHASE THE PRODUCT.
Ø MAKE SURE TO GET ALL OF THE CUSTOMERS INFORMATION, SUCH AS FULL NAME, EMAIL ADDRESS, PHONE NUMBER, ETC.
HOW TO DEPOSIT
Ø SOME CUSTOMER WANTS TO DEPOSIT ON THE ITEMS AND PURCHASE THE NEXT DAY WE ALLOW THAT PROCESS BY GETTING THE INFORMATION OF THE CUSTOMER,
Ø HE/SHE CAN DEPOSIT ANY AMOUNT BUT NOT LOWER THAN 10%
Ø THE VALIDITY OF HIS DEPOSIT WILL BE BASE ON THE AGREEMENT OF THE OWNER AND THE CUSTOMER.
Ø BUT THE STANDARD VALIDITY PERIOD WAS ONLY THREE WEEKS
Ø AFTER THREE WEEKS WE WILL DISPLAY THE PRODUCT AGAIN.
Ø HE/SHE CANT REFUND THE DEPOSIT DUE TO THE THREE WEEKS POLICY. CONTROVERSY CAN BE NEGOTIATED.
What is cash handling?
Cash handling describes the different ways you can receive payment for services and goods provided. It can be by cash, credit cards, bank transfers, and paypal payments.
CASH
Ø WHEN THE CUSTOMER HANDS YOU THE MONEY TO PURCHASE THE ITEM/ITEMS IN OUR STORE MAKE SURE YOU COUNT THE MONEY IN FRONT OF THEM AT THE COUNTER, COUNT THE MONEY IN FRONT OF THE CUSTOMER, NEW EMPLOYEES SHOULD HAVE A SUPERVISOR APPROVE THE TRANSACTION. ALL LARGE TICKET ITEMS SHOULD HAVE THE SUPERVISOR APPROVE.
Ø CHECK THE MONEY USING THE MONEY DETECTOR TO PREVENT FROM USING FAKE BILLS
Ø WRITE A PROPER RECEIPT INDICATING THE CORRECT ITEM NUMBER AND BRIEF DESCRIPTION. (NOTE: PLS IF YOU ARE A NEW EMPLOYEE MAKE SURE ASK HELP FROM YOUR SUPERVISOR)
Ø PUT THE MONEY IN THE CASH REGISTER (IF YOU’RE A NEW EMPLOYEE ASK YOUR SUPERVISOR TO DO IT)
Ø GET THE EXACT CHANGE FOR THE CUSTOMER VIA THE CASH REGISTER
Ø COUNT THE CHANGE IN FRONT OF HIM/HER AND PLACE THE CHANGE IN HIS/HER HANDS WHILE COUNTING
Ø GIVE THE RECEIPT AND THE ITEM/S AFTERWARDS AND SAY THANK YOU COME AGAIN.
CREDIT CARD
Ø WHEN THE CUSTOMER IS USING CREDIT CARD ASK FOR THEIR I.D FIRST
Ø THEN SWIPE IT ON OUR MACHINE
Ø AFTER THE TRANSACTION IS DONE WRITE A RECEIPT (DON'T WRITE THE RECEIPT FIRST AS THE CREDIT CARD MAY NO LONGER BE VALID)
Ø MAKE SURE THAT THE CUSTOMER WILL SIGN THE BANKS COPY AND THE MERCHANDISER COPY
Ø THEN ISSUE THE RECIEPT
Ø HAND THE CUSTOMER COPY CREDIT CARD RECEIPT AND THE OFFICIAL SALES INVOICE RECIEPT TO THE CUSTOMER W/ THE CREDIT CARD AND THE I.D AND THE ITEM/S THEY PURCHASE. SAY THANK YOU AND COME AGAIN.
Ø Credit Card Settlement - To settle all the transaction for the end of the day.
PAYING BY BANK CHECK
Ø ON A CASE BY CASE BASIS, ONLY APPROVED BY THE OWNER.
Ø MAKE SURE THAT THE AMOUNT IS EXACT BASE ON THE ITEM HE/SHE PURCHASE
Ø GET THE INFORMATION OF THE CUSTOMER LIKE I.D, CONTACT NO. AND ADDRESS.
PARTIAL PAYMENTS
Ø WHEN THE CUSTOMER WANTS TO PAY INSTALLMENT, WE CAN APPROVE THE PURCHASE WITH A SMALL DOWN PAYMENT USING A CREDIT CARD OR CASH BASIS.
Ø IF THEY USE A CREDIT CARD, THE BANK ITSELF MAKES THE PAYMENT OPTION (NOT PROTHROWBACKS)
Ø FOR A CASH DOWN PAYMENT, THE CUSTOMER WILL NEGOTIATE ON HOW LONG HE/SHE WANTS TO PAY FOR THE ITEM/S UNTIL PAID IN FULL.
Ø DURING THE PROCESS, HE/SHE WILL WAIT UNTIL THEY ARE FULLY PAID FOR THE RELEASE OF THE ITEM/S.
Ø AS BEST AS POSSIBLE, TRY AND KEEP HIS/HER ITEM AWAY FROM THE DISPLAY AREA TO MAKE SURE THAT NO ONE ELSE WILL PURCHASE THE PRODUCT.
Ø MAKE SURE TO GET ALL OF THE CUSTOMERS INFORMATION, SUCH AS FULL NAME, EMAIL ADDRESS, PHONE NUMBER, ETC.
HOW TO DEPOSIT
Ø SOME CUSTOMER WANTS TO DEPOSIT ON THE ITEMS AND PURCHASE THE NEXT DAY WE ALLOW THAT PROCESS BY GETTING THE INFORMATION OF THE CUSTOMER,
Ø HE/SHE CAN DEPOSIT ANY AMOUNT BUT NOT LOWER THAN 10%
Ø THE VALIDITY OF HIS DEPOSIT WILL BE BASE ON THE AGREEMENT OF THE OWNER AND THE CUSTOMER.
Ø BUT THE STANDARD VALIDITY PERIOD WAS ONLY THREE WEEKS
Ø AFTER THREE WEEKS WE WILL DISPLAY THE PRODUCT AGAIN.
Ø HE/SHE CANT REFUND THE DEPOSIT DUE TO THE THREE WEEKS POLICY. CONTROVERSY CAN BE NEGOTIATED.
PROTHROWBACKS STANDARD OPERATING PROCEDURES
DRESS CODE - PERSONAL GROOMING
ProThrowbacks has been in business here since 2004, one of our strengths have been the quality of staff members. Since ProThrowbacks is a sub-lessee of Pure Gold, we must maintain a personal dress code and personal grooming in accordance with the polices of Pure Gold. In order to maintain a consistent professional wholesome approach to our business and without the chance of offending any customer, we therefore have implemented the following policy. We feel this policy is necessary to maintain our compliance with Pure Gold and continue our business goals for many years to come. In theory, we're to make our products the center of attraction, not ourselves.
All employees, when hired should maintain the same look upon the original hire date. Any changes to the original hire date should be requested in writing to the owner prior to making the change. Here's some samples of changes since initial employment made by employees to avoid.
1. Change of natural hair color
2. Adding a visible tattoo
3. Wearing pants, shorts, or shirts with cut holes in them
4. Wearing open toed shoes
5. Designer braces or dental braces (all braces must have written orthodontist verification that you need braces to straighten your teeth.
6. Visible body piercing
7. Additional facial hair
8. Long finger nails.
9. Shaved head or shaded hair illustrations
10. Lip Augmentation
11. Excessive Perfume
When in doubt, ask first.
DRESS CODE - PERSONAL GROOMING
ProThrowbacks has been in business here since 2004, one of our strengths have been the quality of staff members. Since ProThrowbacks is a sub-lessee of Pure Gold, we must maintain a personal dress code and personal grooming in accordance with the polices of Pure Gold. In order to maintain a consistent professional wholesome approach to our business and without the chance of offending any customer, we therefore have implemented the following policy. We feel this policy is necessary to maintain our compliance with Pure Gold and continue our business goals for many years to come. In theory, we're to make our products the center of attraction, not ourselves.
All employees, when hired should maintain the same look upon the original hire date. Any changes to the original hire date should be requested in writing to the owner prior to making the change. Here's some samples of changes since initial employment made by employees to avoid.
1. Change of natural hair color
2. Adding a visible tattoo
3. Wearing pants, shorts, or shirts with cut holes in them
4. Wearing open toed shoes
5. Designer braces or dental braces (all braces must have written orthodontist verification that you need braces to straighten your teeth.
6. Visible body piercing
7. Additional facial hair
8. Long finger nails.
9. Shaved head or shaded hair illustrations
10. Lip Augmentation
11. Excessive Perfume
When in doubt, ask first.
PROTHROWBACKS - INCENTIVE PLANS FOR EMPLOYEES
Each employee has the opportunity to make additional passive income via in the internet listing, selling, and follow-up of customers for online orders.
This is not a mandatory requirement for all employees. Those who possess the writing skills and personal commitment to follow-through will be eligible.
The employee should choose a field of product interest and product knowledge to have further success.
During the first 1-3 months, the target audience should be geared towards a local audience such as ONLINE auction sites located in country.
Some of the categories are, but not limited to:
1. Golf Clubs
2. Golf Bags
3. Golf Accessories
4. Baseball Equipment
5. Bikes - Custom
6. LP Records, 45 RPM records, CD's
7. Clocks
8. Camera's
9. Socks, Stockings
10. Collectible Sports Jerseys
11. Action Figures
12. Beenie Babies
13. Other
Photos of golf related products can be taken from our website www.pga-golf-clubs.com, also, for unknown items, research via google or ebay.com for the price comparisons. Never sell an item cheaper than its actual value!
Please insure proper shipping amount on all items. We don't want to loose money for improper pricing.
Employees should have a serious email address related to the type of business. For example, [email protected] is a great name for someone selling golf items. Do not have an email address that includes numbers, spaces, hyphens, basically stated, easy for someone to remember or a common phrase.
Placing a photo of the item and photo of the store gives credibility to the sale.
If we have an item number attached to the product, such as 155000, then if Anna lists the item, list it online as item number 155000A (the A stands for Anna). That way, when the order eventually comes in, we know who exactly ordered an item.
We had two successful winning bids of big bucks in the last few years for a special item. So, please never give up or never think someone won't buy an item. People will buy, its only a matter of time.
Commissions on our already purchased items are 10% of our selling price plus any mark-up you may add to the listing.
You must be able to set up an account in your own name, your own bank, etc.
You must be able to check your email each and every day. Regardless whether you're sick, absent, etc. This is a part of your own step towards part-time self employment. We want each of our employees to succeed. So, there has to be an effort to be successful.
Upon request, each employee will be given the chance to be trained and learn how to sell products and services online.
A sample of service may be employee #1 changing of golf grips, shafts, and de-oxidizing clubs. Another service may be golf lessons for beginners. Another service is "Crazy Putting Contest" The last Putting Contest we did for the Fat Boys Charity, the Fat Boys raised over P30,000 in that one hour. Don't you think we should be able to charge P5,000 to do that event for someone and possibly sell golf putters or drivers for the winner?
I highly recommend that you join the Linken social network which is made up only of professional people. They have special groups that you can join and learn, share, and sometimes advertise.
Remember, the key to success online is the same as selling something in store. We have to be different, professional, unique, confident, and we must follow-through until the customer is happy.
Our largest commission for one sale is Miss Chin who received P4,500 for the sale of one golf club online. If she can do, why can't you?
Other store commissions may change from time to time. However, all employees must contribute by working at least 25 days during the month or 24 during Feb. in order to qualify for walk-in customer commissions.
Good luck, we're here to help you get started. If you're successful, we're successful, and all our families will be benefit together.
Each employee has the opportunity to make additional passive income via in the internet listing, selling, and follow-up of customers for online orders.
This is not a mandatory requirement for all employees. Those who possess the writing skills and personal commitment to follow-through will be eligible.
The employee should choose a field of product interest and product knowledge to have further success.
During the first 1-3 months, the target audience should be geared towards a local audience such as ONLINE auction sites located in country.
Some of the categories are, but not limited to:
1. Golf Clubs
2. Golf Bags
3. Golf Accessories
4. Baseball Equipment
5. Bikes - Custom
6. LP Records, 45 RPM records, CD's
7. Clocks
8. Camera's
9. Socks, Stockings
10. Collectible Sports Jerseys
11. Action Figures
12. Beenie Babies
13. Other
Photos of golf related products can be taken from our website www.pga-golf-clubs.com, also, for unknown items, research via google or ebay.com for the price comparisons. Never sell an item cheaper than its actual value!
Please insure proper shipping amount on all items. We don't want to loose money for improper pricing.
Employees should have a serious email address related to the type of business. For example, [email protected] is a great name for someone selling golf items. Do not have an email address that includes numbers, spaces, hyphens, basically stated, easy for someone to remember or a common phrase.
Placing a photo of the item and photo of the store gives credibility to the sale.
If we have an item number attached to the product, such as 155000, then if Anna lists the item, list it online as item number 155000A (the A stands for Anna). That way, when the order eventually comes in, we know who exactly ordered an item.
We had two successful winning bids of big bucks in the last few years for a special item. So, please never give up or never think someone won't buy an item. People will buy, its only a matter of time.
Commissions on our already purchased items are 10% of our selling price plus any mark-up you may add to the listing.
You must be able to set up an account in your own name, your own bank, etc.
You must be able to check your email each and every day. Regardless whether you're sick, absent, etc. This is a part of your own step towards part-time self employment. We want each of our employees to succeed. So, there has to be an effort to be successful.
Upon request, each employee will be given the chance to be trained and learn how to sell products and services online.
A sample of service may be employee #1 changing of golf grips, shafts, and de-oxidizing clubs. Another service may be golf lessons for beginners. Another service is "Crazy Putting Contest" The last Putting Contest we did for the Fat Boys Charity, the Fat Boys raised over P30,000 in that one hour. Don't you think we should be able to charge P5,000 to do that event for someone and possibly sell golf putters or drivers for the winner?
I highly recommend that you join the Linken social network which is made up only of professional people. They have special groups that you can join and learn, share, and sometimes advertise.
Remember, the key to success online is the same as selling something in store. We have to be different, professional, unique, confident, and we must follow-through until the customer is happy.
Our largest commission for one sale is Miss Chin who received P4,500 for the sale of one golf club online. If she can do, why can't you?
Other store commissions may change from time to time. However, all employees must contribute by working at least 25 days during the month or 24 during Feb. in order to qualify for walk-in customer commissions.
Good luck, we're here to help you get started. If you're successful, we're successful, and all our families will be benefit together.
Your Responsibilities as an Employee
Your responsibilities as an employee are focused toward being a professional in your field of work. While you read ProThrowbacks Standard Operating Procedures, you will see that many of the following responsibilities are implied as part of a greater commitment to professional excellence.
Your responsibilities as an employee are focused toward being a professional in your field of work. While you read ProThrowbacks Standard Operating Procedures, you will see that many of the following responsibilities are implied as part of a greater commitment to professional excellence.
- Be punctual
- Treat clients as though you were the owner of the business
- Uphold the work standards established by your employer
- Respect employer and customer privacy and confidentiality
- Be honest in all your dealings, including supply, cash handling, and inventory control
- Maintain a congenial working relationship with your co-workers
- Dress appropriately and give strict attention to personal hygiene (also known as taking standard precautions)
- Be meticulous and timely in your recordkeeping; this may include not just client intake forms but other records such as revenue and expense tracking, inventory control and telephone messages
- Follow the employer's policies regarding time off, planned vacation time and absences and unexpected sick days; whenever possible, provide enough advance notice of your absence that customer service is not disrupted and that you do not place a burden on other employees.
- Protect the safety and security of all cash and inventory
- Keep your work area safe, hygienic and attractive
- If you disagree with your employer regarding any work-related policy, including customer service or working conditions, discuss your concern with your employer in an appropriate setting, focusing on your concern for the business as a whole.
Restricted Area/Safety Issues
I am writing to inform all of you that we are not going to allow employees to place their body on any of the shelving units in our Fabric and General Storage Area next to the golf simulators. That storage is only good for light weight items and it has been strategically placed. If really need items on the top shelf, have some of the taller employees assist while using the proper ladder.
SAFETY FIRST is our top priority especially to our employees. We don’t want any accident to happen in that store. Anybody caught up there will be suspended at work without pay for a minimum of 7 days. If someone needs to get up there for something, they must let us know first. If you have any questions regarding this letter, please call the office at 322-0184.
I am writing to inform all of you that we are not going to allow employees to place their body on any of the shelving units in our Fabric and General Storage Area next to the golf simulators. That storage is only good for light weight items and it has been strategically placed. If really need items on the top shelf, have some of the taller employees assist while using the proper ladder.
SAFETY FIRST is our top priority especially to our employees. We don’t want any accident to happen in that store. Anybody caught up there will be suspended at work without pay for a minimum of 7 days. If someone needs to get up there for something, they must let us know first. If you have any questions regarding this letter, please call the office at 322-0184.
Store Cleanliness
Customer Service is a very important aspect of stores. Keeping your store clean and inviting to customer is part of providing quality customer service. Whereas a dirty store can detract customers, a clean store offers a sense of comfort and confidence in your product and your store. Here are the necessary tasks for cleaning and the best way to complete them to keep your customer satisfied:
Ø Organize items that are out of place. Move products to a location where they belong.
Ø Start cleaning at the top and work your way down then move from front to back to make sure that all dust is removed.
Ø Wipe down solid surfaces, shelves and checkout lines or table tops.
Ø Use a dust mop to sweep the floors and put all the trash in a trash can.
Ø Get a mop and clean the entire floor. Move the mop back and forth over the area that you are cleaning until you notice a shine or that you have removed a spot.
Ø Check the entire store, make sure all items are organized and well cleaned.
Note:
Cleanliness is an important part of your store. Customers want to shop in a clean, well-lighted store so they have confidence that the merchandise purchased is also clean and of good quality. Dirt and trash have no place on the store.
Customer Service is a very important aspect of stores. Keeping your store clean and inviting to customer is part of providing quality customer service. Whereas a dirty store can detract customers, a clean store offers a sense of comfort and confidence in your product and your store. Here are the necessary tasks for cleaning and the best way to complete them to keep your customer satisfied:
Ø Organize items that are out of place. Move products to a location where they belong.
Ø Start cleaning at the top and work your way down then move from front to back to make sure that all dust is removed.
Ø Wipe down solid surfaces, shelves and checkout lines or table tops.
Ø Use a dust mop to sweep the floors and put all the trash in a trash can.
Ø Get a mop and clean the entire floor. Move the mop back and forth over the area that you are cleaning until you notice a shine or that you have removed a spot.
Ø Check the entire store, make sure all items are organized and well cleaned.
Note:
Cleanliness is an important part of your store. Customers want to shop in a clean, well-lighted store so they have confidence that the merchandise purchased is also clean and of good quality. Dirt and trash have no place on the store.
Standard Operating Procedures (SOP) Assigning Item Numbers for Products
1. Only personnel from the ProThrowbacks main office may assign item numbers to products.
2. Each item shall have its own item number except as follows:
a. A case of basketballs can have one item line and one number
b. A set of golf clubs can have one item number but as many lines as needed to fill the set (one line for each club). (see sample below)
c. A tube of badminton shuttlecocks when split may use the same item number for each purchased birdie in the same tube.
3. Employees who accept approved items on a trade-in should use the above format submission via email to the main office at [email protected] before final numbers being given to the new items.
4. Column A. Authorized item number, its important that each item has its own item number, if you find a product that does not have an item number, set to the side for evaluation, numbering, and pricing.
5. Column B. Description: When listing the description, always include the category first. Keep the description as short as possible with all the details necessary. Golf clubs should indicate the type of shaft on the club. Serial numbers on clubs should be added.
6. Column C. Condition: Indicate the condition based on the following criteria. The best is listed first here below:
a. New b. Mint c. Near Mint d. Excellent e. Very Good g. Good h. Fair i. Poor
7. Column D: U.S. $ Value: For local purchases, use the formula @sum(g(indicate line number)/current peso rate. Example @sum(g5384/44.5). If imported, indicate the U.S. Dollar value.
8. Column E. Retail Price: The asking price of a particular item. This column is important to update. It can give you a quick look at the retail value of all of your items.
9. Column F. Location of the Item: Its important to know where the items are located, Abbreviations for the following:
a. PT - Original Store b. C - Collectible c. MR1 - Music Room 1 d. G - Golf Store e. MR2 - Music Room 2 f. OS - Outdoor Sports
g. SR - Storage Room h. SR2 Storage Room 2 i. SW - Stairway
10. Column G: Cost of Goods: Actual cost of goods before other cost factors are added such as transportation, commissions, etc. This column is important to update. It can give you a quick look at the inventory value is at all times as long you update the inventory daily. This column is meant for peso purchases, if an item was purchased in US Dollars, then the peso rate should be converted as well as it was in column D.
11. Column H: Location of purchase is optional, but informative.
Once an item is sold, the sales staff should inform the head office so they can update Column C as "Sold and date of sale") Any changes to the actual amount should be changed in the description and the retail value and cost should be zero'd out.
Consigned items may have their own number and inconspicuous initials should be used to indicate who the consigner is in the description of the item. For example: Golf Balls, Wilson Long Flite CWB P1,500. The CWB would stand for consignment for Mr. WaterBoy. All items that have a tear, rip, or any damage should be included in the description. Full disclosure should be made at all times. Abbreviations of NG (means needs grip) on golf clubs and should be used as needed.
If anyone finds a way to improve the system, please bring to the attention of the owner
1. Only personnel from the ProThrowbacks main office may assign item numbers to products.
2. Each item shall have its own item number except as follows:
a. A case of basketballs can have one item line and one number
b. A set of golf clubs can have one item number but as many lines as needed to fill the set (one line for each club). (see sample below)
c. A tube of badminton shuttlecocks when split may use the same item number for each purchased birdie in the same tube.
3. Employees who accept approved items on a trade-in should use the above format submission via email to the main office at [email protected] before final numbers being given to the new items.
4. Column A. Authorized item number, its important that each item has its own item number, if you find a product that does not have an item number, set to the side for evaluation, numbering, and pricing.
5. Column B. Description: When listing the description, always include the category first. Keep the description as short as possible with all the details necessary. Golf clubs should indicate the type of shaft on the club. Serial numbers on clubs should be added.
6. Column C. Condition: Indicate the condition based on the following criteria. The best is listed first here below:
a. New b. Mint c. Near Mint d. Excellent e. Very Good g. Good h. Fair i. Poor
7. Column D: U.S. $ Value: For local purchases, use the formula @sum(g(indicate line number)/current peso rate. Example @sum(g5384/44.5). If imported, indicate the U.S. Dollar value.
8. Column E. Retail Price: The asking price of a particular item. This column is important to update. It can give you a quick look at the retail value of all of your items.
9. Column F. Location of the Item: Its important to know where the items are located, Abbreviations for the following:
a. PT - Original Store b. C - Collectible c. MR1 - Music Room 1 d. G - Golf Store e. MR2 - Music Room 2 f. OS - Outdoor Sports
g. SR - Storage Room h. SR2 Storage Room 2 i. SW - Stairway
10. Column G: Cost of Goods: Actual cost of goods before other cost factors are added such as transportation, commissions, etc. This column is important to update. It can give you a quick look at the inventory value is at all times as long you update the inventory daily. This column is meant for peso purchases, if an item was purchased in US Dollars, then the peso rate should be converted as well as it was in column D.
11. Column H: Location of purchase is optional, but informative.
Once an item is sold, the sales staff should inform the head office so they can update Column C as "Sold and date of sale") Any changes to the actual amount should be changed in the description and the retail value and cost should be zero'd out.
Consigned items may have their own number and inconspicuous initials should be used to indicate who the consigner is in the description of the item. For example: Golf Balls, Wilson Long Flite CWB P1,500. The CWB would stand for consignment for Mr. WaterBoy. All items that have a tear, rip, or any damage should be included in the description. Full disclosure should be made at all times. Abbreviations of NG (means needs grip) on golf clubs and should be used as needed.
If anyone finds a way to improve the system, please bring to the attention of the owner
Department of Labor
Book III - Conditions of EmploymentBOOK THREE
CONDITIONS OF EMPLOYMENT
Title I
WORKING CONDITIONS AND REST PERIODS
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 o’clock in the evening and six o’clock 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:
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.
Chapter II
WEEKLY REST PERIODS
Art. 91. Right to weekly rest day.
HOLIDAYS, SERVICE INCENTIVE LEAVES AND SERVICE CHARGES
Art. 94. Right to holiday pay.
Title II
WAGES
Chapter I
PRELIMINARY MATTERS
Art. 97. Definitions. As used in this Title:
Chapter II
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).
Art. 100. Prohibition against elimination or diminution of benefits. Nothing in this Book shall be construed to eliminate or in any way diminish supplements, or other employee benefits being enjoyed at the time of promulgation of this Code.
Art. 101. Payment by results.
PAYMENT OF WAGES
Art. 102. Forms of payment. No employer shall pay the wages of an employee by means of promissory notes, vouchers, coupons, tokens, tickets, chits, or any object other than legal tender, even when expressly requested by the employee.
Payment of wages by check or money order shall be allowed when such manner of payment is customary on the date of effectivity of this Code, or is necessary because of special circumstances as specified in appropriate regulations to be issued by the Secretary of Labor and Employment or as stipulated in a collective bargaining agreement.
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 employer’s 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:
Art. 105. Direct payment of wages. Wages shall be paid directly to the workers to whom they are due, except:
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 purposes of this Code, to prevent any violation or circumvention of any provision of this Code.
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.
Art. 108. Posting of bond. An employer or indirect employer may require the contractor or subcontractor 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.
Art. 109. Solidary liability. The provisions of existing laws to the contrary notwithstanding, every employer or indirect employer shall be held responsible with his contractor or subcontractor for any violation of any provision of this Code. For purposes of determining the extent of their civil liability under this Chapter, they shall be considered as direct employers.
Art. 110. Worker preference in case of bankruptcy. In the event of bankruptcy or liquidation of an employer’s 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)
Art. 111. Attorney’s fees.
PROHIBITIONS REGARDING WAGES
Art. 112. Non-interference in disposal of wages. No employer shall limit or otherwise interfere with the freedom of any employee to dispose of his wages. He shall not in any 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.
Art. 113. Wage deduction. No employer, in his own behalf or in behalf of any person, shall make any deduction from the wages of his employees, except:
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 responsibility has been clearly shown.
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 worker’s consent.
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.
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.
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.
Chapter V
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:
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 the 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. (As amended by Republic Act No. 6727, June 9, 1989)
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 jurisdictions:
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 the 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 the 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. (As amended by Republic Act No. 6727, June 9, 1989)
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 (1) 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 (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 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:
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)
Chapter VI
ADMINISTRATION AND ENFORCEMENT
Art. 128. Visitorial and enforcement power.
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)
Title III
WORKING CONDITIONS FOR
SPECIAL GROUPS OF EMPLOYEES
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:
The following are acts of discrimination:
Art. 136. Stipulation against marriage. It shall be unlawful 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.
Art. 137. Prohibited acts.
Chapter II
EMPLOYMENT OF MINORS
Art. 139. Minimum employable age.
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 employer’s 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 employer’s 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.
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 education. The cost of education shall be part of the househelper’s 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.
Chapter IV
EMPLOYMENT OF HOMEWORKERS
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:
Book III - Conditions of EmploymentBOOK THREE
CONDITIONS OF EMPLOYMENT
Title I
WORKING CONDITIONS AND REST PERIODS
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 o’clock in the evening and six o’clock 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:
- 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;
- 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;
- 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;
- When the work is necessary to prevent loss or damage to perishable goods; and
- 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.
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.
Chapter II
WEEKLY REST PERIODS
Art. 91. Right to weekly rest day.
- 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.
- 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.
- 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;
- In cases of urgent work to be performed on the machinery, equipment, or installation, to avoid serious loss which the employer would otherwise suffer;
- In the event of abnormal pressure of work due to special circumstances, where the employer cannot ordinarily be expected to resort to other measures;
- To prevent loss or damage to perishable goods;
- 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
- Under other circumstances analogous or similar to the foregoing as determined by the Secretary of Labor and Employment.
- 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.
- 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.
- 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 employee’s scheduled rest day, he shall be entitled to an additional compensation of at least fifty per cent (50%) of his regular wage.
- 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.
HOLIDAYS, SERVICE INCENTIVE LEAVES AND SERVICE CHARGES
Art. 94. Right to holiday pay.
- 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;
- 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
- As used in this Article, "holiday" includes: New Year’s 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.
- 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.
- 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.
- The grant of benefit in excess of that provided herein shall not be made a subject of arbitration or any court or administrative action.
Title II
WAGES
Chapter I
PRELIMINARY MATTERS
Art. 97. Definitions. As used in this Title:
- "Person" means an individual, partnership, association, corporation, business trust, legal representatives, or any organized group of persons.
- "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.
- "Employee" includes any individual employed by an employer.
- "Agriculture" includes farming in all its branches and, among other things, includes cultivation and tillage of soil, dairying, the production, cultivation, growing and harvesting of any agricultural and horticultural commodities, the raising of livestock or poultry, and any practices performed by a farmer on a farm as an incident to or in conjunction with such farming operations, but does not include the manufacturing or processing of sugar, coconuts, abaca, tobacco, pineapples or other farm products.
- "Employ" includes to suffer or permit to work.
- "Wage" paid to any employee shall mean the remuneration or earnings, however designated, capable of being expressed in terms of money, whether fixed or ascertained on a time, task, piece, or commission basis, or other method of calculating the same, which is payable by an employer to an employee under a written or unwritten contract of employment for work done or to be done, or for services rendered or to be rendered and includes the fair and reasonable value, as determined by the Secretary of Labor and Employment, of board, lodging, or other facilities customarily furnished by the employer to the employee. "Fair and reasonable value" shall not include any profit to the employer, or to any person affiliated with the employer.
Chapter II
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).
Art. 100. Prohibition against elimination or diminution of benefits. Nothing in this Book shall be construed to eliminate or in any way diminish supplements, or other employee benefits being enjoyed at the time of promulgation of this Code.
Art. 101. Payment by results.
- The Secretary of Labor and Employment shall regulate the payment of wages by results, including pakyao, piecework, and other non-time work, in order to ensure the payment of fair and reasonable wage rates, preferably through time and motion studies or in consultation with representatives of workers’ and employers’ organizations.
PAYMENT OF WAGES
Art. 102. Forms of payment. No employer shall pay the wages of an employee by means of promissory notes, vouchers, coupons, tokens, tickets, chits, or any object other than legal tender, even when expressly requested by the employee.
Payment of wages by check or money order shall be allowed when such manner of payment is customary on the date of effectivity of this Code, or is necessary because of special circumstances as specified in appropriate regulations to be issued by the Secretary of Labor and Employment or as stipulated in a collective bargaining agreement.
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 employer’s 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:
- That payments are made at intervals not exceeding sixteen (16) days, in proportion to the amount of work completed;
- That final settlement is made upon completion of the work.
Art. 105. Direct payment of wages. Wages shall be paid directly to the workers to whom they are due, except:
- 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
- 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 amount paid among the heirs. The payment of wages under this Article shall absolve the employer of any further liability with respect to the amount paid.
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 purposes of this Code, to prevent any violation or circumvention of any provision of this Code.
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.
Art. 108. Posting of bond. An employer or indirect employer may require the contractor or subcontractor 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.
Art. 109. Solidary liability. The provisions of existing laws to the contrary notwithstanding, every employer or indirect employer shall be held responsible with his contractor or subcontractor for any violation of any provision of this Code. For purposes of determining the extent of their civil liability under this Chapter, they shall be considered as direct employers.
Art. 110. Worker preference in case of bankruptcy. In the event of bankruptcy or liquidation of an employer’s 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)
Art. 111. Attorney’s fees.
- In cases of unlawful withholding of wages, the culpable party may be assessed attorney’s fees equivalent to ten percent of the amount of wages recovered.
- It shall be unlawful for any person to demand or accept, in any judicial or administrative proceedings for the recovery of wages, attorney’s fees which exceed ten percent of the amount of wages recovered.
PROHIBITIONS REGARDING WAGES
Art. 112. Non-interference in disposal of wages. No employer shall limit or otherwise interfere with the freedom of any employee to dispose of his wages. He shall not in any 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.
Art. 113. Wage deduction. No employer, in his own behalf or in behalf of any person, shall make any deduction from the wages of his employees, except:
- In cases where the worker is insured with his consent by the employer, and the deduction is to recompense the employer for the amount paid by him as premium on the insurance;
- 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
- In cases where the employer is authorized by law or regulations issued by the Secretary of Labor and Employment.
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 responsibility has been clearly shown.
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 worker’s consent.
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.
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.
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.
Chapter V
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:
- 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;
- To formulate policies and guidelines on wages, incomes and productivity improvement at the enterprise, industry and national levels;
- To prescribe rules and guidelines for the determination of appropriate minimum wage and productivity measures at the regional, provincial, or industry levels;
- 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;
- 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;
- To review plans and programs of the Regional Tripartite Wages and Productivity Boards to determine whether these are consistent with national development plans;
- To exercise technical and administrative supervision over the Regional Tripartite Wages and Productivity Boards;
- 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
- To exercise such powers and functions as may be necessary to implement this Act.
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 the 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. (As amended by Republic Act No. 6727, June 9, 1989)
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 jurisdictions:
- To develop plans, programs and projects relative to wages, incomes and productivity improvement for their respective regions;
- To determine and fix minimum wage rates applicable in their regions, provinces or industries therein and to issue the corresponding wage orders, subject to guidelines issued by the Commission;
- 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;
- To coordinate with the other Regional Boards as may be necessary to attain the policy and intention of this Code;
- To receive, process and act on applications for exemption from prescribed wage rates as may be provided by law or any Wage Order; and
- To exercise such other powers and functions as may be necessary to carry out their mandate under this Code.
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 the 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 the 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. (As amended by Republic Act No. 6727, June 9, 1989)
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 (1) 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 (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 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:
- The demand for living wages;
- Wage adjustment vis-à-vis the consumer price index;
- The cost of living and changes or increases therein;
- The needs of workers and their families;
- The need to induce industries to invest in the countryside;
- Improvements in standards of living;
- The prevailing wage levels;
- Fair return of the capital invested and capacity to pay of employers;
- Effects on employment generation and family income; and
- The equitable distribution of income and wealth along the imperatives of economic and social development.
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)
Chapter VI
ADMINISTRATION AND ENFORCEMENT
Art. 128. Visitorial and enforcement power.
- The Secretary of Labor and Employment or his duly authorized representatives, including labor regulation officers, 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 this Code and of any labor law, wage order or rules and regulations issued pursuant thereto.
- 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) - 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.
- 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.
- 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.
- 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.
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)
Title III
WORKING CONDITIONS FOR
SPECIAL GROUPS OF EMPLOYEES
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:
- In any industrial undertaking or branch thereof between ten o’clock at night and six o’clock in the morning of the following day; or
- In any commercial or non-industrial undertaking or branch thereof, other than agricultural, between midnight and six o’clock in the morning of the following day; or
- In any agricultural undertaking at nighttime unless she is given a period of rest of not less than nine (9) consecutive hours.
- 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;
- In case of urgent work to be performed on machineries, equipment or installation, to avoid serious loss which the employer would otherwise suffer;
- Where the work is necessary to prevent serious loss of perishable goods;
- 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;
- 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;
- Where the women employees are immediate members of the family operating the establishment or undertaking; and
- Under other analogous cases exempted by the Secretary of Labor and Employment in appropriate regulations.
- 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;
- To establish separate toilet rooms and lavatories for men and women and provide at least a dressing room for women;
- To establish a nursery in a workplace for the benefit of the women employees therein; and
- To determine appropriate minimum age and other standards for retirement or termination in special occupations such as those of flight attendants and the like.
- Every employer shall grant to any pregnant woman employee who has rendered an aggregate service of at least six (6) months for the last twelve (12) months, maternity leave of at least two (2) weeks prior to the expected date of delivery and another four (4) weeks after normal delivery or abortion with full pay based on her regular or average weekly wages. The employer may require from any woman employee applying for maternity leave the production of a medical certificate stating that delivery will probably take place within two weeks.
- The maternity leave shall 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, unless she has earned unused leave credits from which such extended leave may be charged.
- The maternity leave provided in this Article shall be paid by the employer only for the first four (4) deliveries by a woman employee after the effectivity of this Code.
- 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.
- 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.
The following are acts of discrimination:
- Payment of a lesser compensation, including wage, salary or other form of remuneration and fringe benefits, to a female employees as against a male employee, for work of equal value; and
- Favoring a male employee over a female employee with respect to promotion, training opportunities, study and scholarship grants solely on account of their sexes.
Art. 136. Stipulation against marriage. It shall be unlawful 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.
Art. 137. Prohibited acts.
- It shall be unlawful for any employer:
- 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.
- To discharge such woman on account of her pregnancy, or while on leave or in confinement due to her pregnancy;
- To discharge or refuse the admission of such woman upon returning to her work for fear that she may again be pregnant.
- 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.
Chapter II
EMPLOYMENT OF MINORS
Art. 139. Minimum employable age.
- 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.
- 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.
- 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.
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 employer’s 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 employer’s 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.
- Househelpers shall be paid the following minimum wage rates:
- 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, Parañaque, Las Piñas, Pasig, Marikina, Valenzuela, Taguig and Pateros in Metro Manila and in highly urbanized cities;
- Six hundred fifty pesos (P650.00) a month for those in other chartered cities and first-class municipalities; and
- Five hundred fifty pesos (P550.00) a month for those in other municipalities.
- 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, Parañaque, Las Piñas, Pasig, Marikina, Valenzuela, Taguig and Pateros in Metro Manila and in highly urbanized cities;
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 education. The cost of education shall be part of the househelper’s 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.
Chapter IV
EMPLOYMENT OF HOMEWORKERS
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:
- 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
- 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.