Labor Law
Work from home (pwede ikaw pumili
Lesson 1 Condition of Employment
Conditions of Employment
● refer to the rules, policies and other
requirements that an employer and
employee agree to uphold during the
employee's tenure in the organization.
Four-fold Test
● the selection and engagement of the
employee
● the payment of wages
● The power of dismissal
● The employer power to the means and
methods by which the work is to be
accomplished.
Normal hours of work
● Art. 83 employee shall not exceed 8 hrs
a day
Meal Period
● Art. 85 employer to give his employees
not less that 60 minutes time off for their
regular meal.
Night Differential
● Art. 86 every employee shall be paid not
less than 10%
Overtime Work
● Art. 87 performed beyond 8 hours a day
● Additional compensation equivalent to
his regular wage plus at least 25%
thereof
● 8 hours plus a holiday or rest day is
30%
Type of overtime
● Ordinary day OT- day that are not rest
day and not holidays
● On rest day OT- employee who works
on rest day
● On special holiday OT- employee who
work on special holiday
● On regular holiday OT- employee who
work on regular holidays such as
Christmas, new year
Compressed Work Week
● Reduce to less day 6 days but 48 hours
per week shall remain
Flexible Work Arrangements
● Alternative work schedules other than
the traditional or standard work hour.
Alternative Arrangements
● Ex.
ng oras at araw)
Telecommuting Program
● Provide such as terms and condition as
they mutually agree upon
Lesson 2 General Principles
Policy state
● Set of the basic principles, norms and
activities for the implementation of state
power.
Commission
● Means that the National Labor Relation
Bureau
● means that bureau of labor relation or
Labor relation division in the regional
offices
Board
● National Conciliation and mediation
board (NCMB)
Council
● Tripartite voluntary arbitration advisory
council
Labor Organization
● Union or Association for the purpose of
collective bargaining
Legitimate Labor Organization
● means LO duly registered with the
department of labor or employment
Strike
● Temporary stoppage of work
Lock out
● Any temporary refusal of an employer to
furnish work as a result of a industrial or
labor dispute
Internal Union Dispute
● Violation or disagreement over any
provision of the constitution
Labor Dispute
● Includes any controversy or matter
concerning terms or condition of
employment, association or
representation of person
Article 4 Construction in favor of Labor
● Interpretation and implementation of the
Law.
● Labor Code provision- Art. 1702 of the
civil code
 ● Social Justice- Welfare of employees
Facts about employment
1. Ignorance of law isn't an excuse
2. Employment is a contract
3. Ownership of the enterprise makes the
employment relations lopsided in the
favor of employers
Fundamentals of labor law
1. Ultimate purpose is to place employees
an equal footing with their employers.
2. All about minimum standards and basic
requirement.
3. Be interpreted in favor of employees.
Basic Rights of Employees
1. Freedom from slavery
2. Enhanced by security of tenure 3.
Enhanced by due process
Basic Rights of Employers
1. Ownership
2. Return of Investment (ROI)
3. User and abuse; sell and dispose
Sources of Labor Law
1.State
2.The parties
3. Principles of equity
Section 1. Burden of Proof
Establish his or her claim or defense by the
amount of evidence required by law
Quantum Evidence
The quality of proof is how reliable such
evidence should be considered ( Amout of
evidence).
Two types of complaints
1. Illegal dismissal
● Termination of an employee's
employment contract w/o just or valid
cause and w/o due process of Law
● 2 concept of Illegal Dismissal
1. Reinstatement- (Pagbabalik sa trabaho)
2. Seperation Pay- (binabayad sayo, 1
year start of work 6 months lang
ibabayad)
3. Full backwage- loss of earning capacity
4. Moral Damage- Depend on the injured
liable for the damages
5. Exemplary Damage- Reshape
behaviour that is socially deleterious in it
consequences
6. Nominal Damage- Jurisprudence and
law
7. Attorney's fees- Art. 111 of the labor
code
8. Joint and Solidary liability- director&
officer liable for the corporation
termination
Monitary Claims- Claims by an employee for the
the non payment of wages and others.
1987 Constitution Labor Code of the Phil.
● Focus on the different rights of
employee
● (Tumutukoy sa lahat ng empleyado, to
give fair/ equal treatment)
Civil Code
● Focus on Law
● Senate/ Congress makes law
● Made by Legislative Dept.
5 Sources of Obligation
● Law
● Contract
● Quasi-Contract
● Act or omission punished by law
● Quasi-Delicts
Lesson 3 LABOR STANDARD
A. REST PERIOD
● An employer may require its employees
to work six days per week.
B. WEEKLY REST DAYS
● Article 91 states that all employers must
give their staff a rest day of at least 24
hours for every six-consecutive regular
workdays.
THE SERVICE CHARGE
● Law dictates how service charge
payments should be made and when
they should be made to employees.
13TH MONTH PAY
 ● All “rank-and-file” employees of
employers covered by the Revised
Guidelines on the Implementation of the
13th Month Pay Law are entitled to a bonus
called “13th month pay’’
● Dec. 24 deadline
WAGES
● Paid to any employee shall mean the
remuneration or earnings, however
designated, capable of being expressed
in terms of money
PAYMENT OF WAGES
Forms of Payment (ART. 102)
● 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.
Time of Payment (ART. 103)
● shall be paid at least once every two (2)
weeks or twice a month at intervals not
exceeding sixteen (16) days.
Place of Payment (ART. 104)
● shall be made at or near the place of
undertaking, except as otherwise
provided by such regulations as the
Secretary of Labor and Employment
may prescribe under conditions to
ensure greater protection of wages.
Direct Payment of Wages (ART. 105)
● shall be paid directly to the workers to
whom they are due.
Contractor or Subcontractor (ART. 106)
● Whenever an employer enters into a
contract with another person for the
performance of the former's work, the
employees of the contractor and of the
latter's subcontractor, if any, shall be
paid in accordance with the provisions
of this Code.
Indirect Employer (ART. 107)
● 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.
Posting of Bond (ART. 108)
● May require the contractor or
subcontractor to furnish a bond equal to
the cost of labor.
Solidary Liability (ART. 109)
● 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.
Worker Preference in Case of Bankruptcy (ART.
110)
● Such unpaid wages and monetary
claims shall be paid in full before claims
of the government and other creditors
may be paid.
Attorney's Fees (ART. 111)
● a) 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.
● (b) 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.10%
PROHIBITIONS REGARDING WAGES
Non-Interference in Disposal of Wages (ART.
112)
● No employer shall limit or otherwise
interfere with the freedom of any
employee to dispose of his wages.
Wage Deduction (ART. 113)
 ● in his own behalf or in behalf of any
person shall make any deduction from
the wages of his employees.
Deposits for Loss or Damage (ART. 114)
● No employer shall require his worker to
make deposits from which deductions
shall be made for the reimbursement of
loss of or damage to tools, materials, or
equipment supplied by the employer,
Limitations (ART. 115)
● 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.
Withholding of Wages and Kickbacks Prohibited
(ART. 116)
● 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.
DEDUCTION TO ENSURE EMPLOYMENT.
(ART. 117)
● 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.
RETALIATORY MEASURES (ART. 118)
● 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.
FALSE REPORTING (ART. 119)
● 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.
FACILITIES AND SUPPLEMENTS
● The benefit or privilege given to the
employee which constitutes an extra
remuneration over and above his basic
or ordinary earning or wage, is
supplement and when said benefit or
privilege is part of the laborer’s basic
wage, it is a facility.
MINIMUM WAGE
● Republic Act No. 6727 or the “Wage
Rationalization Act” mandates the fixing
of the minimum wages applicable to
different industrial sectors, namely, non-
agriculture, agriculture plantation, and
non-plantation, cottage/handicraft, and
retail/ and service establishments,
depending on the number of workers or
capitalization o annual gross sales in
some sectors.
WAGE DISTORTION (Art. 124)
● 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.
NON-DIMINUTION OF BENEFITS (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)
OUT OF OFFICE LEAVES
SERVICE INCENTIVE LEAVE
● Employees are entitled to five days of
service incentive leave with pay.
EXPANDED MATERNITY LEAVE
● The Philippines Expanded Maternity
Leave Law (R.A. No. 11210) extended
the maternity leave period to 105 days,
with full pay. It also allows for an
additional 30 days of unpaid leave. This
is a significant increase from the
previous 60 days of paid leave.
● 120 days if cesarean
PATERNITY LEAVE (R.A. 8187)
● Under the same law, fathers can now
also enjoy a seven- day paternity leave
with full pay.
PARENTAL LEAVE FOR SOLO PARENTS
(R.A. 8972)
● Solo parents in the Philippines are
entitled to parental leave, which grants
them up to seven working days of leave
per year to attend to the needs of their
children.
LEAVE BENEFITS FOR WOMEN WORKERS
● R.A. NO. 9710 - Magna Carta of
Women, which provides various rights
and benefits to women workers,
including maternity leave benefits.
● R.A. No. 9262 - Anti-Violence Against
Women and Their Children Act, which
also has provisions related to leave
benefits for women who are victims of
violence.
Lesson 4 SPECIAL GROUPS OF
EMPLOYEES
● REPUBLIC ACT NO. 6725 -Prohibits
discrimination with respect to terms and
conditions of employment solely on the
basis of sex.
DISCRIMINATION
● ARTICLE 133. DISCRIMINATION
PROHIBITED - It shall be unlawful for
any employer to discriminate against
any woman employee with respect to
terms and conditions of employment
solely on account of her sex.
● 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.
● ARTICLE 134 OF THE LABOR CODE -
It is unlawful for an employer to require,
as a condition for or continuation of
employment, that a woman shall not get
married or to stipulate expressly or
tacitly, that upon getting married, a
woman employee shall be deemed
resigned or separated.
● STIPULATION AGAINST MARRIAGE -
to require as a condition of employment
or continuation of employment that a
woman employee shall not get married
SIGNIFICANCE OF RA. No. 7610 IN
PROTECTING CHILDREN'S RIGHTS AND
WELFARE:
- Protection Against Abuse and
Exploitation
- Safeguarding Children in Vulnerable
- Situations
- Criminalization of Offenses
- Support for Child Victims.
- Promotion of Awareness and Education
AMENDMENT BY R.A. No. 9231
- Elimination of Worst
- Forms of Child Labor
- Strengthening Child Protection
- Promotion of Education
CHILD LABOR VS. WORKING CHILD
● Child Labor - Involves work that
deprives children of their childhood,
interferes with their ability to attend
 regular schools, and is mentally,
physically, socially or morally harmful.
● Working Child - Refers to children
engaged in lawful work that does not
interfere with their education, health,
and well-being.
ALLOWED WORKING HOURS AND
INDUSTRIES OF A WORKING CHILD
● Maximum Working Hours and
Conditions:
- A working child's employment hours
should not exceed eight (8) hours a day.
- The work should be performed only
between 6:00 AM and 6:00 PM.
Industries Where Working Children Can be
Employed Legally:
- Family-Owned Businesses
- Artistic Performances
- Public Entertainment and Amusement
- Training and Apprenticeships
- Community-Based Programs
- Non-Hazardous Jobs
PROHIBITED ACTS
1. Engaging Children in Hazardous Work
2. Forced Labor
3. Sexual Exploitation
4. Trafficking of Children
5. Employing Children Below the Minimum Age
6. Employing Children During School Hours
7. Employing Children Under Exploitative
Conditions
● KASAMBAHAY REPUBLIC ACT NO.
10361 - Act Instituting Policies for the
Protection and Welfare of Domestic
Workers.
- It was signed by President any Benigno
S. Aquino III on January 18, 2013
person engaged in domestic work within
an employment relationship.
ARTICLE II RIGHTS AND PRIVILEGES
● Standard of Treatment - The employer
or any member of the household shall
not subject a domestic worker or
kasambahay to any kind of abuse nor
inflict any form of physical violence or
harassment or any act tending to
degrade the dignity of a domestic worker
● Board Lodging and Medical Attendance
- The employer shall provide for the
basic necessities of the domestic worker
to include at least three (3) adequate
meals a day and humane sleeping
arrangements that ensure safety.
ARTICLE III SEC. 11.
● Employment Contract - An employment
contract shall be executed by and
between the domestic worker and the
employer before the commencement of
the service in a language or dialect
understood by both the domestic worker
and the employer.
● REPUBLIC ACT NO. 11165
HOMEWORKERS TELECOMMUTING
ACT - TELECOMMUTING DEFINED.-
AS USED IN THIS ACT THE TERM
"TELECOMMUTING" REFERS TO A
WORK FROM AN ALTERNATIVE
WORKPLACE WITH THE USE OF
TELECOMMUNICATIONS AND/OR
COMPUTER TECHNOLOGIES.
● TELECOMMUTING PROGRAM. - An
employer in the private sector may offer
a telecommuting program to its
employees on a voluntary basis, and
upon such terms and conditions as they
may mutually agree upon: Provided.
● FAIR TREATMENT - the employer shall
ensure that telecommuting employees
are given the same treatment as that of
comparable employees and are given
the same treatment as that of
comparable employees working at the
time employer's premises.
● Employment of Night Workers
REPUBLIC ACT NO. 10 - This chapter'
shall apply to all persons, who shall be
employed or permitted or suffered to
work at night, except those employed in
agriculture, stock raising, fishing,
 maritime transport and inland
navigation, during a period of not less
than seven (7) consecutive hours,
including the interval from midnight to
five o'clock in the morning.
● Health Assessment - At their request.
workers shall have the right to undergo
a health assessment without charge and
to receive advice on how to reduce or
avoid health problems associated with
their work.
ARTICLE 156
● Mandatory Facilities - Suitable first aid
facilities shall be made available for
workers performing night work, including
arrangements where such workers,
where necessary, can be taken
immediately to a place for appropriate
treatment.
● Women Night Workers - Measures shall
be taken to ensure that an alternative to
night work is available to women
workers who would otherwise be called
upon to perform such work.
● Night Work Schedules - Before
introducing work schedules requiring the
services of night workers, the employer
shall consult the workers'
representatives/labor organizations
concerned on the details of such
schedules and the forms of organization
of night work that are best adapted to
the establishment and its personnel, as
well as on the occupational health
measures and social services which are
required.
PERSON'S WITH DISABILITIES
● Persons with disabilities - are
individuals who have physical, sensory,
intellectual, or mental impairments that
may hinder their full participation in
society.
A. DISCRIMINATION
1.Hiring Bias
- Disabled applicants may be unfairly
overlooked during the hiring process.
2. Lack of Accommodation
- Employers might fail to provide
reasonable accommodations, such as
accessible facilities or flexible work
arrangements.
3. Harassment or Bullying
- Disabled employees may experience
harassment or bullying based on their
disabilities, creating a hostile work
environment..
4. Stigmatization
- Negative stereotypes or attitudes
towards disabilities can lead to social
isolation, exclusion, and diminished self-
esteem.
● The Magna Carta for Disabled Persons
(Republic Act No. 7277) provides tax
incentives to businesses that employ
disabled individuals, including income
tax deductions based on the percentage
of disabled employees in the workforce.
B.INCENTIVES FOR EMPLOYERS
1.Tax Incentives
- Employers can avail of tax deductions or
exemptions for hiring disabled
individuals.
2. Training and Employment Assistance
- Government agencies, such as the
Department of Labor and Employment
(DOLE) and the Public Employment
Service Office (PESO), offer training and
employment assistance programs for
disabled individuals, which can include
subsidies for their wages during the
training period.
3. Access to a Diverse Talent Pool
- Hiring disabled employees can bring
diverse skills, perspectives, and
experiences to the workforce,
contributing to creativity, innovation, and
improved company culture.
4. Recognition and Awards
- Employers who demonstrate a
commitment to hiring and supporting
disabled individuals may receive
recognition and awards from
government agencies, non-
 governmental organizations, and
disability advocacy groups.
5. Corporate Social Responsibility (CSR)
- Hiring disabled employees as part of a
company's CSR initiatives can enhance
its reputation and social impact,
appealing to socially conscious
consumers and investors.
E. SEXUAL HARASSMENT IN THE WORK
ENVIRONMENT
● ANTI-SEXUAL HARASSMENT ACT
(R.A. NO. 7877)
- Define Anti-Sexual Harassment Act
- Purpose of the R.A. NO. 7877
- Punishment for violating the law
● SAFE SPACES ACT (R.A. NO. 11313)
- Define Safe Spaces Act
-Purpose of R.A. NO. 11313
- Penalty of the law
LESSON 5 SOCIAL WELFARE AND
LEGISLATION
SSS LAW (R.A. No. 8282) 3 of 5
The coverage of Republic Act No. 8282
I. Private Sector Employees
This includes workers in private
companies,corporations, partnerships, and
cooperatives.
II. Self-Employed Individuals
individuals who work for
themselves, such as freelancers,
entrepreneurs,and professionals who are not
employed by a company.
III. Professionals
Individuals engaged in the practice of
theirprofession, such as doctors, lawyers,
engineers,and artists.
IV. Sea-Based Overseas Filipino Workers
(OFWs)
OFWs working on foreign sea vessels are also
covered.
V. Other Workers
The law may define other categories of workers
who are eligible for coverage.
Exclusions may include:
I. Government Employees: Government
employees arecovered by a separate
government-run pension system, the
Government Service Insurance System
(GSIS), and are not covered by the SSS.
II. Members of the Judiciary
Similar to government employees, members of
the judiciary are covered by the GSIS and not
the SSS.
III. Members of the Armed Forces
Military personnel are typically covered by a
separate military pension system and not the
SSS.
BENEFICIARIES
The dependent spouse until he or she remarries,
the dependent legitimate, legitimated or legally
adopted,and illegitimate children, who shall be
the primary beneficiaries of the member
Types of Beneficiaries
Primary Beneficiary is the person or organization
named as the first one to receive the death
benefits from an asset.
Contingent Beneficiary named as the “second in
line” to receive benefits. If the primary
beneficiary should predecease the owner (who
wrote the Will or held the policy), all proceeds
would automatically go to any named contingent
beneficiary.
Type of SSS Benefits
Sickness benefits
Employee Compensation
Maternity Benefit
Paternity Benefit
Disability Benefit
Retirement Benefit
Unemployment Benefit
Death Benefit
Funeral Benefit
Salary Loan
GSIS LAW
REPUBLIC ACT NO. 8291
AN ACT AMENDING PRESIDENTIAL DECREE
NO. 1146, AS AMENDED, EXPANDING AND
INCREASING THE COVERAGE AND
BENEFITS OF THE GOVERNMENT SERVICE
INSURANCE SYSTEM, INSTITUTING
REFORMS THEREIN AND FOR OTHER
PURPOSES.
Republic Act 8291 (GSIS Act of 1997) –
(Effective June 24, 1997) Eligibility Criteria:
You must have rendered at least 15 years of
service and must be at least 60 years old
upon retirement; and. You must not be a
permanent total disability pensioner.
Two types of GSIS insurance coverage
Compulsory insurance is mandatory for
individuals and businesses that want to engage
in certain financially risky activities, such as
operating an automobile or operating a business
with employees.
ELP or Enhance Life Policy insurance coverage
is a yearly term renewable life insurance cover
based on a member's fixed monthly
compensation.
RETIREMENT BENEFIT
A. REPUBLIC ACT 8291 (GSIS ACT OF 1997)
(EFFECTIVE JUNE 24, 1997)
You must at least 15 years of service and must
be atleast 60 years old upon retirement; and
You must not be permanent total disability
pensioner.
There are two choices under this law.
OPTION 1: Lump sum and Old-Age Pension:
OPTION 2: Cash Payment and Immediate Old-
Age Pension:
PRESIDENTIAL DECREE 1146 ( PENSION OR
CASH PAYMENT)
(EFFECTIVE MAY 31, 1977)
You must have rendered at least 15 years of
service and must at least be 60 years old upon
retirement; and Your last 3 years of service prior
to retirement must becontinuous and your
employment status is permanent.
BENEFIT:
You are entitled to any of the two benefits
discussed below depending on your age and
length of service.
1. Pension
For pension payment, you can choose from 2
options.
Option 1: 5-Year Lump Sum- the amount to be
received within the 5-year guaranteed period.
Option 2: Immediate Pension- the old-age
pension.
2. Cash Payment
Condition
Age: At least 60 years old
When is Benefit Payable?
Total Length of Service (TLS): At least 3 but less
than 15 years of PPP ImmediatelyCondition
Age: Below 60 years old
Dependents and Beneficiaries
A dependent is a person who is eligible to be
covered by you under these plans.A dependent
is an individual that relies on another person for
support, most often financial support.
A beneficiary can be a person or a legal entity
that is designated by you to receive a benefit,
such as life insurance.
Dependents in the family
individual that relies on another person for
support, most often financial support.
Dependents benefits are social security
proceeds which may be received by those who
rely on the primary recipient's income.
A life insurance policy that includes living
benefits could be a game-changer if you
become ill or need long-term care. Most people
purchase life insurance typically your
spouse, children or other family members.
BENEFITS EXAMPLES
• Health insurance.
• Paid time off (PTO)
• Retirement plan benefits.
• Flexible work schedule.
• Dental insurance.
• Vision insurance.
• Life insurance.
• Paid family leave.
PERSONAL BENEFITS
Anything that promotes or enhances the well-
being of the individual, or his/her immediate
family, or accrues to the personal advantage of
that individual, or his/her immediate family.
COMMON BENEFITS
These benefits typically include medical
insurance, dental and vision coverage, life
insurance and retirement planning.
PORTABILITY LAW (R.A. NO. 7699)
Limited Portability Scheme R.A. No. 7699 was
enacted to enable those
from the private sector who transfer to the
government service or from the government
sector to the private sector to combine their
years of service and contributions which have
been credited with the SSS or GSIS, as the case
may be, to satisfy the required number of years
of service for entitlement to the benefits under
the applicable laws.
DISABILITY AND DEATH BENEFITS
SEC. 2. Declaration of Policy
It is hereby declared to be the policy of the
Republic of the Philippines to develop, establish
gradually and perfect a social security system
which shall be suitable to the needs of the
people throughout the Philippines, and shall
provide protection against the hazards of
unemployment, disability, sickness, old
age and death.
POEA- STANDARD EMPLOYMENT
CONTRACT FOR SEAFARERS
The Philippine Overseas Employment
Administration (POEA) is a government
body responsible for monitoring and
regulating private recruitment agencies in
the Philippines.
POEA FUNCTIONS
1. Recruitment Agency Status Verification
To check the recruitment agency status, whether
licensed, suspended, and permanently banned,
2. Pre-Employment Orientation Seminar (PEOS)
Helps potential candidates to determine and
understand the advantages and disadvantages
of working abroad. It clarifies the guidelines and
legal procedures for overseas job applications,
required documents, and fees for overseas job
applications, and even provides tips to
candidates to help them avoid becoming a victim
of illegal recruitment.
3. Frontline Services
Overseas Foreign Worker’s (or OFWs as they
are commonly referred to) legal documentation
such as registration of land-based applicants for
overseas employment, registration of seafarer’s
registration certificate applicants, documentation
of land-based name hires or direct hires, and
hiring and placement of government-hired
workers are available in the frontline services.
4. Complaints Division
Overseas workers can file any irregularities,
recruitment violations, and complaints with their
agency here at the POEA’s Docket and
Enforcement Division
5. Processing of Overseas Employment
Certificate
They are in charge of providing the Overseas
Employment Certificate (OEC). Filipino
candidates cannot depart the Philippines to work
overseas without first securing an OEC.
.
Employment Contract / Standard Employment
Contract
— refers to the POEA- prescribed contract
containing the minimum terms and conditions of
employment, which shall commence upon actual
departure of the seafarer from the Philippine
airport or seaport in the point of hire.
Permanent disability benefits under the POEA-
SEC.
The 2010 POEA-SEC provides that the
employer is liable for disability benefits only
when the seafarer suffers work-related injury or
illness during the term of his contract.
Under an employment contract duly approved by
the Philippine Overseas Employment
Administration (POEA), in the case of work-
related death of the seafarer, during the term of
his contract, the employer shall pay his
beneficiaries the Philippine Currency equivalent
to the amount of Fifty Thousand US dollars
(US$50,000)