lecture nwpc 2 feb2010
DESCRIPTION
Powerpoint presentation from the learning session at BWC-DOLE from Lue-Rjea D. TumpalanTRANSCRIPT
![Page 1: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/1.jpg)
NWPC Learning Session NWPC Learning Session on Wages and Productivityon Wages and ProductivityNWPC Learning Session NWPC Learning Session
on Wages and Productivityon Wages and Productivity
NICANOR V. BON Bureau of Working Conditions
Department of Labor and Employment
11Flr., Conference Room, Antonino Bldg., Kalaw St. Ermita, Manila
2 February 2010
LABOR STANDARDSLABOR STANDARDS andand 2010 HOLIDAYS2010 HOLIDAYS
![Page 2: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/2.jpg)
Bureau of Working Conditions
What are Labor What are Labor StandardsStandards
the minimum requirements
prescribed by existing laws, rules
and regulations relating to
wages, hours of work, allowances
and other monetary and welfare
benefits, including those set by
occupational safety and health
standards.
2
![Page 3: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/3.jpg)
HOURS of WORKHOURS of WORK
Bureau of Working Conditions
![Page 4: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/4.jpg)
Normal Hours of WorkNormal Hours of Work
not to exceed 8 hours a day.
Hours worked shall include:
All time during which an
employee is required to be on duty or to be at a prescribed workplace.
All time during which an
employee is suffered or permitted to work. Bureau of Working Conditions
4
![Page 5: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/5.jpg)
Meal and Rest PeriodsMeal and Rest Periods
not less than 60 mins. time-off for regular meals. [non-compensable]
- Rest periods or coffee breaks
running from 5 to 20 mins. are compensable working time.
Bureau of Working Conditions5
![Page 6: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/6.jpg)
Weekly Rest PeriodsWeekly Rest Periods
not less than 24 consecutive hours after every 6 consecutive normal work days.
The employer shall determine and
schedule the weekly rest day of his
employees. He shall, however,
respect the preference of
employees as to their weekly rest day
when such preference is based on
religious grounds.Bureau of Working Conditions
6
![Page 7: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/7.jpg)
RULES FOR PAY RULES FOR PAY ONON
REGULAR HOLIDAYSREGULAR HOLIDAYS ANDAND
SPECIAL DAYSSPECIAL DAYS
Bureau of Working Conditions7
![Page 8: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/8.jpg)
Bureau of Working Conditions
For Regular HolidaysFor Regular Holidays
Holiday Pay - payment of regular daily wage for any unworked regular holiday.
if unworked - 100% of the regular daily wage if worked - 200% of the regular daily wage - 200% + 30% or a total of 260% (regular holiday falling on rest day)
Condition for entitlement: present or on leave with pay on the
workday prior to the holiday.
8
![Page 9: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/9.jpg)
Regular Holidays Regular Holidays [ RA 9492 ][ RA 9492 ]
New Year’s Day January 1Maundy Thursday Movable dateGood Friday Movable dateAraw ng Kagitingan Monday nearest April 9Labor Day Monday nearest May 1Independence Day Monday nearest June 12National Heroes Day Last Monday of AugustBonifacio Day Monday nearest Nov. 30Eidul Fitr Movable dateChristmas Day December 25Rizal Day Monday nearest Dec. 30
Bureau of Working Conditions9
![Page 10: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/10.jpg)
Bureau of Working Conditions
For Special Days For Special Days
Premium Pay - additional compensation for work performed within 8 hours on a special day.
if unworked - no pay, unless there is favorable company policy, practice or CBA
if worked - plus 30% - plus 50% [special day falling on
rest day]
National Special Days (RA 9492): Ninoy Aquino Day Monday nearest
Aug. 21 All Saints Day November 1 Last Day of the Year December 31 10
![Page 11: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/11.jpg)
For Special Working DaysFor Special Working Days
For work performed, an employee is entitled only to his basic rate.
No premium pay is required since work on said days is considered work on ordinary working days.
Bureau of Working Conditions11
![Page 12: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/12.jpg)
2010 Regular Holidays Regular Holidays (Proclamation 1841)(Proclamation 1841)
New Year’s Day January 1Maundy Thursday April 1Good Friday April 2Araw ng Kagitingan April 9 (Friday)Labor Day May 1 (Saturday)Independence Day June 14 (Monday)National Heroes Day August 30 (Monday)Bonifacio Day November 29 (Monday)Eidul Fitr No proclamation
yetChristmas Day December 25 (Saturday)Rizal Day December 27 (Monday)
12
![Page 13: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/13.jpg)
2010 Special Days ays (Proclamation 1841)(Proclamation 1841)
Ninoy Aquino Day August 23 (Monday)
All Saints Day November 1 (Monday)
Additional Special Day December 24 (Friday)
Last Day of the Year December 31 (Friday)
Special Holiday for all schools
EDSA Revolution February 22 (Monday Anniversary nearest February 25)
13
![Page 14: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/14.jpg)
Other provisions of of
Proclamation 1841Proclamation 1841
•Eid’l Fitr – date of observance to be declared later by the President. (Regular Holiday)
•Eid’l Adha – to be declared a national holiday by the President based on the recommendation of OMA as to the date of observance.
14
![Page 15: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/15.jpg)
Overtime Pay Overtime Pay [ Art. 87 ][ Art. 87 ]
additional compensation for work performed beyond 8 hours.
25% - ordinary work days 30% - rest days, special days &
regular holidays
Bureau of Working Conditions15
![Page 16: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/16.jpg)
Night Shift Pay Night Shift Pay [ Art. 86 ][ Art. 86 ]
Bureau of Working Conditions
• additional compensation for work performed between 10 pm and 6 am.
10% or regular for each hour of work
16
![Page 17: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/17.jpg)
Payment of WagesPayment of Wages
Forms of Payment
shall be paid in legal tender.
Payment by check or thru ATM - allowed where the following conditions are met:
with written consent of employees.
bank or ATM facility within 1 km from workplace.
Employees are given reasonable time during banking hours to withdraw wages from bank facility.
Bureau of Working Conditions17
![Page 18: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/18.jpg)
Time of Payment
not less often than once every 2 weeks or twice a month at intervals not exceeding 16 days.
at or near the place of undertaking.
Payment of Wages Payment of Wages cont…cont…
Bureau of Working Conditions
Place of Payment
18
![Page 19: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/19.jpg)
Direct Payment of Wages
shall be made direct to the employee.
Exceptions:
Employer is authorized in writing by employee to pay wages to a member of his family.
Payment to another person of any part of the employee’s wages is authorized by existing law.
Employee’s death.
Payment of Wages Payment of Wages cont…cont…
Bureau of Working Conditions19
![Page 20: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/20.jpg)
Prohibitions on WagesProhibitions on Wages
Non-interference in disposal of wages
Withholding of wages and kickbacks prohibited
Deduction to ensure employment
Retaliatory measures
False reportingBureau of Working Conditions
20
![Page 21: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/21.jpg)
Wage DeductionWage Deduction
Employer should not make any deduction from wages of employees.
Exceptions:
authorized by law.
with written authorization of employees for payment to a third person and the employer agrees to do so.
Bureau of Working Conditions21
![Page 22: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/22.jpg)
Deposits/Deductions for Loss or Deposits/Deductions for Loss or DamagesDamages
Conditions: Employee is clearly shown to be responsible for the loss or damage.
Employee is given reasonable opportunity to show cause why deduction should not be made.
Amount of deductions is fair and reasonable and shall not exceed the actual loss or damage.
Deduction from wages/salaries does not exceed 20% of the employee’s wages in a week.
Bureau of Working Conditions22
![Page 23: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/23.jpg)
THE USE OF FACTORSTHE USE OF FACTORS
Guidelines for the Computation Guidelines for the Computation of the Estimated Equivalent of the Estimated Equivalent
Monthly Rate (EEMR) of Monthly Rate (EEMR) of Monthly-Paid and Daily-Paid Monthly-Paid and Daily-Paid
Employees Employees
Guidelines for the Computation Guidelines for the Computation of the Estimated Equivalent of the Estimated Equivalent
Monthly Rate (EEMR) of Monthly Rate (EEMR) of Monthly-Paid and Daily-Paid Monthly-Paid and Daily-Paid
Employees Employees
Bureau of Working Conditions
![Page 24: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/24.jpg)
Distinction b/w Monthly-Paid and Distinction b/w Monthly-Paid and
Daily-Paid Employees Daily-Paid Employees Monthly-Paid Employees - paid every day
of the month, including unworked rest days, special days and regular holidays.
Daily-Paid Employees - paid on the days they actually worked except unworked regular holidays when they are paid their basic wage if they are present or on leave with pay on the workday before the regular holiday.
Bureau of Working Conditions24
![Page 25: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/25.jpg)
Procedure in Computing the Procedure in Computing the EEMR of EEMR of Monthly-Paid Employees:Monthly-Paid Employees:
Applicable Daily Rate x 365
12 = EEMR
365 days/year:
299 ordinary workdays
52 rest days
11 regular holidays
3 special days
365 Total equivalent no. of
days/yearBureau of Working Conditions
25
![Page 26: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/26.jpg)
For those who work everyday including For those who work everyday including Rest Days, Special Days & Regular Rest Days, Special Days & Regular HolidaysHolidays
Applicable Daily Rate x 392.50
12 = EEMR
392.50 days/year:
299 ordinary workdays
22 eleven regular holidays x 200% 67.60 52 rest days x 130%
3.90 3 special days x 130%
392.50 Total equivalent no. of days/year
Bureau of Working Conditions26
![Page 27: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/27.jpg)
For those who do not work and are not For those who do not work and are not paid on Sundays or Rest dayspaid on Sundays or Rest days
Applicable Daily Rate x 313
12 = EEMR
313 days/year:
299 ordinary working days
11 regular holidays
3 special days (if considered paid; if actually worked = 3.9 days)
313 Total equivalent no. of days/year Bureau of Working Conditions
27
![Page 28: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/28.jpg)
For those who do not work and are not For those who do not work and are not paid on Saturdays & Sundays or Rest paid on Saturdays & Sundays or Rest daysdays
Applicable Daily Rate x 261
12 = EEMR
261 days/year :
247 ordinary working days 11 regular holidays 3 special days (if considered
paid; if actually worked = 3.9 days)
261 Total equivalent no. of days/year
Bureau of Working Conditions 28
![Page 29: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/29.jpg)
Bureau of Working Conditions
LEAVE LEAVE BENEFITSBENEFITS
![Page 30: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/30.jpg)
Service Incentive Leave Service Incentive Leave [ Art. 95 ][ Art. 95 ]
employees who rendered 1 year of service are entitled to 5 days leave with pay.
Usage/Commutation to Cash:
• for sick and vacation leave
purposes.
• The unused SIL is commutable to its money equivalent at the end of the year.
Bureau of Working Conditions 30
![Page 31: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/31.jpg)
Maternity LeaveMaternity Leave [ RA 8282 ][ RA 8282 ]
Coverage
•Female employee who has paid at least 3-monthly contributions in the 12-month period prior to child birth or miscarriage, and who is currently employed.
Benefit
•The daily maternity benefit is equivalent to 100% of her average daily salary credit.
60 days for normal delivery or miscarriage 78 days Caesarian section delivery
Bureau of Working Conditions 31
![Page 32: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/32.jpg)
Paternity LeavePaternity Leave [ RA 8187 ][ RA 8187 ]
Coverage - MARRIED male employees
Benefit 7 days leave with pay for the 1st four deliveries of his lawful wife.
Conditions for entitlement employee at the time of delivery of his child. cohabiting with spouse at the time of delivery or miscarriage. applied for paternity leave w/n reasonable
period. his wife has given birth or suffered a miscarriage.
Bureau of Working Conditions 32
![Page 33: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/33.jpg)
Parental LeaveParental Leave of Solo Parents of Solo Parents [ RA 8972 ][ RA 8972 ]
Coverage
• Any individual under the 10 categories provided by law
Benefit
7 working days with pay
Conditions for Entitlement rendered 1 year of service. notified employer of usage within a reasonable
time. presented a Solo Parent ID Card to employer
which may be obtained from the DSWD Office of the City or municipality of residence.
Bureau of Working Conditions 33
![Page 34: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/34.jpg)
Any individual who is left alone with the responsibility of parenthood due to:
1. giving birth as a result of rape or crimes against chastity.
2. death of spouse.
3. spouse is detained, or is serving sentence for a criminal conviction for at least 1 year.
4. physical and/or mental incapacity of spouse as certified by a public medical practitioner.
5. declaration of nullity or annulment of marriage.
10 categories10 categories
Bureau of Working Conditions 34
![Page 35: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/35.jpg)
6. legal separation or de facto separation from spouse for at least 1 year.
7. abandonment of spouse for at least 1 year.
8. Unmarried mother/father who has preferred to keep and rear the children.
9. Any other person who solely provides parental care and support to a child provided he/she is licensed as foster parent or appointed legal guardian.
10. Any family member who assumes the responsibility of head of family as a result of the death, abandonment, disappearance or prolonged absence of the parents or solo parent for at least 1 year.
10 categories 10 categories cont…cont…
Bureau of Working Conditions 35
![Page 36: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/36.jpg)
Violence Against Women & their Children (VAWC) - any act or a series of acts committed by any person against a woman with whom the person has or had a sexual or dating relationship, or with whom he has a common child, or against her child whether legitimate or illegitimate, within or without the family abode, which will result in or is likely to result in physical, sexual, psychological harm or suffering, or economic abuses including threats of such acts, battery, assault, coercion, harassment or arbitrary deprivation of liberty.
Leave for Victims of VAWCLeave for Victims of VAWC [ RA9262 ]
Bureau of Working Conditions 36
![Page 37: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/37.jpg)
Leave for Victims of VAWCLeave for Victims of VAWC cont…cont…
Benefit
• leave with pay up to 10 days, extendible when the necessity arises as specified under the protection order.
Requirement for entitlement
• certification from the Punong Barangay or kagawad, or Prosecutor or the Clerk of Court, as the case may be, that an action is pending.
• Availment – option of the woman employee
Circumstances for availment• Medical and legal concerns
Bureau of Working Conditions 37
![Page 38: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/38.jpg)
Special Leave of Women Special Leave of Women [ RA [ RA 9710 ]9710 ]
SEC. 18. Special Leave Benefits of Women. – A woman employee having rendered continuous aggregate employment service of at least six (6) months for the last twelve (12) months shall be entitled to a special leave benefit of two (2) months with full pay based on her gross compensation following surgery caused by gynecological disorders.
Signed into law by PGMA : August 14, 2009 Published at PDI & Malaya : August 31, 2009 Took effect on : September 15, 2009
Bureau of Working Conditions38
![Page 39: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/39.jpg)
1313thth Month Pay Month Pay [ PD 851 ][ PD 851 ]
CoverageRank-and-file employees who worked for at least 1 month during a calendar year, regardless of :
• amount of basic salary receive per month • designation or employment status • method by which wages are paid
Minimum amount of 13th month pay: not less than 1/12 of the total basic
salary earned by an employee within a calendar year.
Bureau of Working Conditions39
![Page 40: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/40.jpg)
Definition of “basic salary”
includes all remunerations or earnings paid by his employer for services rendered.
NOT included are allowances and monetary benefits which are not considered or integrated as part of the regular or basic salary, such as:
• cash equivalent of unused vacation leave and sick leave credits.
• overtime, premium, nightshift differential and holiday pay.
• cost-of-living allowances.
1313thth Month Pay Month Pay cont…cont…
Bureau of Working Conditions40
![Page 41: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/41.jpg)
Time of payment:
not later than December 24 of each year.
employer may give 1/2 of the 13th month pay before the opening of the regular school year and the other half on or before December 24 of every year.
frequency of payment may be the subject of agreement
1313thth Month Pay Month Pay cont…cont…
Bureau of Working Conditions41
![Page 42: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/42.jpg)
13th Month Pay of Resigned or Separated
Employee
proportionate to the length of time worked during the year reckoned from the start of work during the calendar year up to the time of resignation or termination from the service.
Formula:
Total Basic Salary = 13th
Month Pay 12 months
1313thth Month Pay Month Pay cont…cont…
Bureau of Working Conditions42
![Page 43: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/43.jpg)
Separation Pay Separation Pay [ Articles 283-[ Articles 283-294 ]294 ]
One-Half (1/2) Month Pay Per Year of Service
Retrenchment to prevent losses
Closure or cessation of operation of an establishment not due to serious losses
or financial reverses
disease of an employee not curable within six (6) months and his continued employment is prejudicial to his health or to the health of his co- employees
Bureau of Working Conditions 43
![Page 44: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/44.jpg)
One (1) Month Pay Per Year of Service
Installation of labor-saving devices Redundancy When an employee is illegally dismissed
but reinstatement is no longer feasible
NOTE: In computing separation pay - basic salary + regular
allowances
Bureau of Working Conditions
Separation Pay Separation Pay cont…cont…
44
![Page 45: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/45.jpg)
Retirement Pay Retirement Pay [ RA 7641 ][ RA 7641 ]
Coverage: all employees regardless of their position,
designation or status and irrespective of the method by which their wages are paid.
includes part-time employees, employees of service and other job contractors and domestic helpers or persons in the personal service of another.
Optional Retirement: Compulsory Retirement: 60 years old 65 years old 5 years service no retirement planBureau of Working Conditions
45
![Page 46: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/46.jpg)
Amount of Retirement Pay : “one-half month salary”
Component of “one-half month salary”:
15 days salary
cash equivalent of 5 days of SIL
1/12 of the 13th month pay
or a total of 22.5 days [Capitol Wireless, Inc. vs. Sec.
Confesor, Nov. 13, 1996]
Formula:
Minimum retirement pay
= Daily Rate x 22.5 days x years in service
Retirement Pay Retirement Pay cont…cont…
Bureau of Working Conditions46
![Page 47: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/47.jpg)
Total Benefits a retired employee should receive from employer at the time of retirement:
Retirement pay (RA 7641) Proportionate 13th month pay Cash equivalent of leave benefits, if
demandable
Retirement Pay Retirement Pay cont...cont...
Bureau of Working Conditions47
![Page 48: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/48.jpg)
have a nice day…..
Bureau of Working Conditions 48
![Page 49: Lecture Nwpc 2 Feb2010](https://reader034.vdocuments.mx/reader034/viewer/2022052617/5463969eaf79597e338b458a/html5/thumbnails/49.jpg)
For more information, visit or For more information, visit or contact: contact:
DOLE – Regional/Provincial Offices or
WEBSITE: www.dole.gov.phwww.dole.gov.ph
In Metro Manila:
DOLE - National Capital Region
NCR Bldg. (formerly WASMIYA Bldg.)
967 Maligaya St., Malate, Manila 339-2013 / 339-2017339-2013 / 339-2017 Fax: 400-6241Fax: 400-6241
Bureau of Working Conditions
DOLE CALL CENTER:
908-2917
49