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Work Immersion Chapter 1 Lesson - Pre Immersion
Work Immersion Chapter 1 Lesson - Pre Immersion
Module Content:
Learning Competencies:
At the end of the chapter, you as the learner should be able to:
PRE-IMMERSION
(Chapter Discussion)
I. Class Activity
III. Introduction:
Work immersion is one of the necessary subjects for graduating students. Wherein the senior high school students must
undergo practicum that relates to the students’ course. In this subject, you as the students are able to learn and experience
things about their courses since, they are exposed with the work-related environment to their field of specialization. Hence, it
will be a great help to enhance their competency level. They can also develop work ethics such as; good work habits,
attitudes, appreciation, and respect for work, applying all the theories and concept that they’ve learned in school, acquire new
skills and help to develop their communication skills and interpersonal skills through the help and guidance of industry
experts and workers. These will help every student to be prepare to meet the needs and standards of employment.
2. EXPECTED BEHAVIOUR
Every worker should possess good behaviour in their workplace to maintain the balance and harmonious work
environment.
a. Work Ethics
• By definition, Work ethic is a belief that work, hard work and diligence has a moral benefit and an inherent ability, virtue
or value to strengthen character. It is about prioritizing work and putting it in the center of life. Social engrailment of this
value is considered to enhance character through hard work that is respective to an individual’s field of work.
• A strong work ethic is vital for achieving goals. A work ethic is a set of moral principles a person uses in their job.
People who possess a strong work ethic embody certain principles that guide their work behavior, leading them to
produce high-quality work consistently and the output feeds the individual to stay on track. A good work ethic fuels an
individual’s needs and goals, it is related to the initiative by a person for the objectives. It is considered as a source of
self-respect, satisfaction, and fulfillment. However, a negative work ethic is a behavior of a single individual or a group
that has led to a systematic lack of productivity, reliability, accountability and a growing sphere of
unprofessional/unhealthy relationships (e.g., power politics, lack of social skills, etc.)
3. CAPITALIST VIEW
Steven Malanga refers to "what was once understood as the work ethic—not just hard work but also a set of
accompanying virtues, whose crucial role in the development and sustaining of free markets too few now recall".
Max Weber notes that this is not a philosophy of mere greed, but a statement laden with moral language. It is in effect an
ethical response to the natural desire for hedonic reward, a statement of the value of delayed gratification to achieve
selfactualization. Franklin claims that Bible readings revealed to him the usefulness of virtue. Indeed, this reflects the then
Christian search for ethic for living and the struggle to make a living.
Experimental studies have shown that people with fair work ethic are able to tolerate tedious jobs with equitable
monetary rewards and benefits, they are highly critical, have a tendency for workaholics and a negative relation with leisure
activity concepts. They valued meritocracy and egalitarianism.
4. ANTI-CAPITALIST VIEW
The industrial engineer Frederick Winslow Taylor (1856-1915) revised the notion of work ethic as a means of
management control that delude workers about the actual reality for accumulated advantage, which is a form of avarice.
Marxists, and some non-Marxist sociologists do not regard "work ethic" as a useful sociological concept. They argue that
having a "work ethic" in excess of management's control doesn't appear rational in any mature industry where the employee
can't rationally hope to become more than a manager whose fate still depends on the owner's decisions.
NOTE: Since work ethics deals with a code of conduct, or a set of principles that is acceptable in the work place, we need to
look at what some of those principles are.
• To show up on time.
• To tend to company business for the whole time while at work. To treat the company’s
resources, equipment, and products with care, To give respect to the company. That means
honesty and integrity.
2. PRE-EMPLOYMENT
Minimum employable age
The minimum age for employment is 18 years old and below that age is not allowed. Persons of age 15 to 18 can be
employed given that they work in non-hazardous environments.
Overseas employment
As for overseas employment of Filipinos, foreign employers are not allowed to directly hire Philippine
nationals except through board and entities authorized by the Secretary of Labor. Travel agencies also cannot transact or help in
any transactions for the employment or placement of Filipino workers abroad. Once Filipinos have a job in a foreign country, they
are required to remit or send a portion of their income to their families, dependents, and/or beneficiaries in the Philippines.
Regulations and conditions on employment Minimum wage rate
Minimum wage rates in the Philippines vary from region to region, with boards established for each region to monitor
economic activity and adjust minimum wages based on growth rates, unemployment rates, and other factors. The minimum wage
rate for Non-Agriculture employees, in Manila region, established under Wage Order No. NCR 15 is P404 per day, but in May 9,
2011, a (cost of living allowance) of P22 per day was added to P404 wage, making the minimum wage P426. COLA was also
added to the previous P367 minimum wage for the following sectors: Agriculture, Private Hospitals (with bed capacity of 100 or
less), and manufacturing establishments (with less than 10 workers), leaving the sectors with P389 as minimum wage. The 426
combined rate is locally referred to in the Philippines as "Manila Rate" due to this regional disparity.
Regular work hours and rest periods
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.
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.
Rest days
All employees have the right to have a 24 consecutive hours of rest day after every 6 days of work. Employers are
responsible for determining and scheduling the rest day of employees except only if the employee prefers a different day based on
religious grounds. However, the employer may require an employee to work during his/her rest day in cases of emergencies,
special circumstances at work in which employees are seriously needed, to prevent losses or damage to any goods or to the
employer, and other cases that have reasonable grounds. Nightshift differential and overtime
Employees are also given additional wages for working in night shifts. The night shift starts from 10 o’clock in the
evening until 6 o’clock in the morning, and employees will receive 10% more of his/her regular wage rate. Overtime work for
employees (beyond 8 hours) are allowed and workers shall be paid with his/her regular wage plus an additional 25% of the regular
wage per hour worked or 30% during holidays or rest days. Household helpers
Household helpers, or maids, are common in the Philippines. Household helpers deliver services at the employer’s home,
attending to the employer’s instructions and convenience. The minimum wage of household helpers is P800 per month for some
cities in Metro Manila, while a lower wage is paid to those outside of Metro Manila. However, most household helpers receive
more than the minimum wage; employers usually give wages ranging from P2, 500 and above per month. On top of that,
employers are required to provide food, sanitary lodging, and just treatment to the household helper.
3. POST- EMPLOYMENT
Termination by employer
The employer has the right to terminate an employee due to the following reasons: serious misconduct or disobedience to
the employer, neglect of duties or commission of a crime by the employee, and such gives the employer a just case to terminate
the services of the employee. Retirement
The retirement age for an employee depends on the employment contract. Upon retirement, the retired employee should
be given his/her benefits according to the agreement or contract between the employer and the employee. However, if there is no
existing retirement plan or agreement for the employee, he/she may retire at the age of 60, given that he/she has served the
employer for 5 years, and shall be given a retirement pay of at least half a month’s salary for every year of service (6 months of
work given is considered as 1 whole year for the retirement pay).
1. Confidentiality
Confidentiality is the protection of personal information.
Confidentiality refers to not discussing internal goings-on with co-workers. In other instances, it refers to not sharing
trade secrets and other company information with competitors, the press or anyone outside of your company.
2. The types of information that is considered confidential can include:
name, date of birth, age, sex and address
current contact details of family, guardian etc
bank details
medical history or records
personal care issues
service records and file progress notes
individual personal plans
assessments or reports
guardianship orders
incoming or outgoing personal correspondence.
Other information relating to ethnic or racial origin, political opinions, religious or philosophical beliefs, health or sexual
lifestyle should also be considered confidential.
3. Maintaining confidentiality include:
Separate folders should be kept for both all employees form and employee medical information.
All confidential documents should be stored in locked file cabinets or rooms accessible only to those who have a
business “need-to-know.”
All confidential information should be protected via firewalls, encryption and passwords.
Employees should clear their desks of any confidential information before going home at the end of the day.
Employees should refrain from leaving confidential information visible on their computer monitors when they leave their
work stations.
All confidential information, whether contained on written documents or electronically, should be marked as
“confidential.”
All confidential information should be disposed of properly.
Employees should refrain from discussing confidential information in public places.
Employees should avoid using e-mail to transmit certain sensitive or controversial information.
Limit the acquisition of confidential client data (e.g., social security numbers, bank accounts, or driver’s license
numbers) unless it is integral to the business transaction and restrict access on a “need-to-know’ basis.
Before disposing of an old computer, use software programs to wipe out the data contained on the
computer or have the hard drive destroyed.
4. Confidential Workplace Three Categories
a. Employee Information
Many states have laws which govern the confidentiality and disposal of “personal identifying information”
an employee’s Social Security number,
home address or telephone number,
e-mail address,
Internet identification name or password,
parent’s surname prior to marriage,
driver’s license number,
employee medical and disability information
b. Management Information
Confidential management information includes discussions about employee relations issues,
disciplinary actions,
impending layoffs/reductions-in-force,
terminations,
workplace investigations of employee
misconduct.
c. Business Information
We oftentimes refer to confidential business information as “proprietary information” or “trade secrets.” This refers to
information that’s not generally known to the public and would not ordinarily be available to competitors by illegal or
improper means.
Common examples of “trade secrets”
business plans,
financial data,
budgets and forecasts,
computer programs and data compilation,
client/customer lists,
ingredient formulas and recipes,
membership or employee lists,
supplier lists
5. Importance of Confidentiality in Workplace
Confidentiality is important for a lot of varied reasons. The data pertaining to recruitment, compensation, and
management of employees is naturally sensitive. In the wrong hands, this information could be misused to commit fraud,
discrimination, and other violations. Some of the important reasons for maintaining confidentiality are as:
a. Professionalism
To maintain a general degree of professionalism, it is important that your personal details remain personal. Disclose your
personal details to only a few people and that too with discretion. Getting over-friendly with colleagues is a major cause
of office issues.
b. Safety
Personal details like annual income, marital status, and remuneration, if revealed, can be misused to cause trouble to you or
your organization.
c. Security
You may have access to sensitive information of the organization and some of your personal details, like date of birth,
could be your access code. In this case, maintaining confidentiality becomes important for the security of the information
that is at your disposal.
IV. Evaluation
1. List down at least 10 good work ethics and at least 10 bad work ethics.
2. In 100 words, assuming that you are already an employee in a certain company, how will you approach and advise a
coworker that is not following the rules and regulations of your company?
3. What is confidentiality for you and why is it important in a work place?
4. If you are the head of a department, how will you manage and handle a conflict between your subordinates?
5. How will you act in a professional way inside the company/business establishment during the Immersion period?
Topic: Chapter II – PRE-IMMERSION
Module Content:
Learning Competencies:
At the end of the chapter, you as the learner should be able to:
I. Class Activity
III. Introduction: In a company, there are always rules and regulations. In this chapter, we are going to know the rules
and regulations in work immersion.
LESSON 2. PROPER ETIQUETTE AND SAFETY IN THE USE OF FACILITIES AND EQUIPMENTS
IV. Evaluation
ACTIVITY: 10 years from now, where do you see yourself working at? Draw a picture of your ideal workplace.
Topic: Chapter III – PRE-IMMERSION
Module Content:
Learning Competencies:
At the end of the chapter, you as the learner should be able to:
PRE-IMMERSION
(Chapter Discussion)
V. Class Activity
VII. Introduction: In this lesson we will know the steps and how to make a Resume.
a. Reverse-Chronological - This is the more traditional format and is what you are most likely to come across.
Chronological format is flexible and can be used for applicants with any level of experience.
Example:
b. Functional - While chronological places emphasis on career progression, a functional format focuses on your abilities
and skills. Since it heavily emphasizes the applicant’s qualifications, functional format is more suitable for those with an
expert level of experience.
Example:
c. Combination – As you can probably guess the combination format merges bits and pieces from both chronological and
functional formats. Like the functional format, it focuses on specific qualifications, yet the body of the document
contains professional experience similar to chronological format. This format is generally reserved for those with a great
deal of experience in a particular industry.
Qualifications Summary - With regards to format, the qualifications summary is a bullet point list (ranging from 4 to 6
points) of your most outstanding career achievements. Avoid using generic statements and try to list your skills in a
way reflects your unique voice.
Career Objective - A resume objective , also referred to as a career objective, is a 2-3 sentence statement that provides
an overview of your skills and experience. This resume introduction is best for entry-level candidates.
You should use if:
o I am an entry-level applicant.
o I do not have in-depth experience in the industry.
o I am a recent college graduate.
You shouldn’t use if:
o I have a wealth of industry-specific skill sets.
o I am changing career paths. o I am writing a
cover letter.
Professional Profile - The professional profile is a combination of both the career objective and qualifications summary.
It is also the most flexible of the three styles as it can be formatted as short paragraph of bullet-point list.
You should use if:
o I have had major achievement in my past experience
o I am applying to a position in the same industry o I
have a special area of expertise in my field
You shouldn’t use if:
o I am an entry-level applicant o I am
recent college graduate o I lack
measurable of accomplishments
Finally, when deciding what skills to add to either of the two, try to target skills specific to the job you are applying for. Don’t just
simply copy and paste skills right out of the job description, but instead try to use words common in the industry. c. STEP 3:
III. Professional Experience
- The section is the core of your resume, where you are tasked with proving the skills you have listed in the qualification’s
summary or career objective. When it comes to labelling this section, some use “Relevant Experience,” or “Work
Experience” as an alternative to “Professional Experience.”
- Remember to list your work experiences in reverse chronological order and only list experience that is relevant to the job
you are applying for. For each company create a heading including the company’s name, city & state, your title, and the
dates of employment (month and year). If you are still currently working at a company, you can simply write “month,
year-Present” for the employment dates.
d. STEP 4: IV. Education
- Having a solid education section helps to display the foundation of your knowledge and expertise. Depending on your
professional experience, you may want to consider switching the order of the professional experience and education
sections.
- For instance, college or high school students that lack seasoned professional experience benefit from emphasizing their
education by placing it before the professional experience section. In addition, if you possess a wealth of professional
experience then it is appropriate to keep this section short and sweet.
- Here are the main points to include in your education section:
• The names of your university, community college, or technical school (Don’t include high school unless you did
not attend college)
• Location of the schools (city, state)
• Date of graduation (month, year)
• Degree(s)
• GPA (only include if your GPA is above 3.0, round up to the first decimal place, and use this format: GPA: 3.5/4.0)
- By now you’ve already added the nuts and bolts to your resume and may want to consider adding to help strengthen it.
VIII. Evaluation
A. Make your own resume and you can choose any format.
Module Content:
Learning Competencies:
At the end of the chapter, you as the learner should be able to:
PRE-IMMERSION
(Chapter Discussion)
IX. Class Activity
XI. Introduction: In this lesson we will know the steps and how to make a Application Letter
Elizabeth Johnson
12 Jones Street
Portland, Maine 04101 555-555-
5555
elizabethjohnson@emailaddress.co
m
Mark Smith
Human Resources Manager
Veggies to Go
238 Main Street
Portland, Maine 04101
I was so excited when my former coworker, Jay Lopez, told me about your opening for an administrative assistant in your
Portland offices. A long-time Veggies to Go customer and an experienced admin, I would love to help the company achieve its
mission of making healthy produce as available as takeout.
I’ve worked for small companies for my entire career, and I relish the opportunity to wear many hats and work with the team to
succeed. In my latest role as an administrative assistant at Beauty Corp, I saved my employer thousands of dollars in temp workers
by implementing a self-scheduling system for the customer service reps that cut down on cancelled shifts. I also learned web
design, time sheet coding, and perfected my Excel skills.
I’ve attached my resume for your consideration and hope to speak with you soon about your needs for the role.
Best Regards,
ELIZABETH JOHNSON
1. Barangay Clearance – Barangay Clearance or Certificate of Residency is one the Philippine government issued
identification documents needed for many important business, job, or personal transactions.
2. Mayor’s Clearance – Similar to the barangay clearance, the mayor's permit or business permit ensures that your
business complies with all the ordinances of the particular city or municipality you operate in. This is important because
each municipality or city has its own set of ordinances.
3. Police Clearance – A police certificate is an official document issued as a result of a background check by the police or
government agency of a country to enumerate any criminal records that the applicant may have. Criminal records may
include arrest, conviction, and possibly criminal proceedings. A police certificate is also known as good citizen
certificate, good conduct certificate, police clearance certificate, national police history check or judicial record extracts.
4. Medical Certificate - A medical certificate or doctor's certificate is a written statement from a physician or another
medically qualified health care provider which attests to the result of a medical examination of a patient. It can serve as a
sick note (documentation that an employee is unfit for work) or evidence of a health condition. For dance examinations
it is a lot more than that. If there is a specific injury or an underlying health condition then a certificate from a specialist
is needed.
XII. Evaluation
B. 10 years from now you are a graduate of a certain degree. Make your own Application letter, the job/work and
establishment/company/school that you want to apply must be related to your strand.