Professional Documents
Culture Documents
Azucena Labor Standards Answers To Box Questions PDF Free
Azucena Labor Standards Answers To Box Questions PDF Free
habet”
3. What process and conditions are The right to choose the area to be
observed to make a tenant-farmer an retained, which shall be compact or
owner under the agrarian reform contiguous, shall pertain, to the
program? landowner: Provided, however, That in
Ans: R.A. 6657 sets retention limits for case the area selected for retention by
landowners. Please be guided by the the landowner is tenanted, the tenant
pertinent provisions of the said law. shall have the option to choose
Sec. 6 provides the retention limits and whether to remain therein or be a
Sec. 16 sets forth the procedure to beneficiary in the same or another
make a tenant-farmer an owner under agricultural land with similar or
the agrarian reform law. comparable features. In case the tenant
SEC. 6. Retention Limits. - Except as chooses to remain in the retained area,
otherwise provided in this Act, no he shall be considered a leaseholder
person may own or retain, directly, any and shall lose his right to be a
public or private agricultural land, the beneficiary under this Act. In case the
size of which shall vary according to tenant chooses to be a beneficiary in
factors governing a viable family-sized another agricultural land, he loses his
farm, such as commodity produced, right as a leaseholder to the land
terrain, infrastructure, and soil fertility retained by the landowner. The tenant
as determined by the Presidential must exercise this option within a
Bukidnon State University – College of Law
Batch 2014 Page 2
period of one (1) year from the time the 18, and other pertinent provisions
landowner manifests his choice of the hereof.
area for retention.
(b) Within thirty (30) days from the
In all cases, the security of tenure of the date of receipt of written notice by
farmers or farm workers on the land personal delivery or registered mail, the
prior to the approval of this Act shall be landowner, his administrator or
respected. representative shall inform the DAR of
Upon the effectivity of this Act, any his acceptance or rejection of the offer.
sale, disposition, lease, management
contract or transfer of possession of (c) If the landowner accepts the offer
private lands executed by the original of the DAR, the LBP shall pay the
landowner in violation of this Act shall landowner the purchase price of the
be null and void: Provided, however, land within thirty (30) days after he
That those executed prior to this Act executes and delivers a deed of transfer
shall be valid only when registered with in favor of the Government and
the Register of Deeds within a period of surrenders the Certificate of Title and
three (3) months after the effectivity of other muniments of title.
this Act . Thereafter, all Registers of
Deeds shall inform the DAR within thirty (d) In case of rejection or failure to
(30) days of any transaction involving reply, the DAR shall conduct summary
agricultural lands in excess of five (5) administrative proceedings to
hectares. determine the compensation of the
land by requiring the landowner, the
SEC. 16. Procedure for Acquisition of LBP and other interested parties to
Private Lands.- For purposes of summit evidence as to the just
acquisition of private lands, the compensation for the land, within
following procedures shall be followed: fifteen (15) days from the receipt of the
notice. After the expiration of the
(a) After having identified the land, above period, the matter is deemed
the landowners and the beneficiaries, submitted for decision. The DAR shall
the DAR shall send its notice to acquire decide the case within thirty (30) days
the land to the owners thereof, by after it is submitted for decision.
personal delivery or registered mail,
and post the same in a conspicuous (e) Upon receipt by the landowner of
place in the municipal building and the corresponding payment or in case
barangay hall of the place where the of rejection or no response from the
property is located. Said notice shall landowner, upon the deposit with an
contain the offer of the DAR to pay a accessible bank designated by the DAR
corresponding value in accordance with of the compensation in cash or LBP
the valuation set forth in Sections 17, bonds in accordance with this Act, the
DAR shall take immediate possession of
Bukidnon State University – College of Law
Batch 2014 Page 3
the land and shall request the proper POEA- for overseas
Register of Deeds to issue a Transfer employment.
Certificate of Title (TCT) in the name of 2. How does the POEA protect and assist
the Republic of the Philippines. The DAR the OFWs?
shall thereafter proceed with the A: Among the principal functions
redistribution of the land to the of the POEA are the formulation,
qualified beneficiaries. implementation, and monitoring of the
overseas employment of Filipino
(f) Any party who disagrees with the workers and the protection of their
decision may bring the matter to the rights to fair and equitable employment
court of proper jurisdiction for final practices. POEA also participates in the
determination of just compensation. deployment of Filipino workers through
government-to-government hiring. It
Art. 10 of the Labor Code provides the has extended its services nationally
Conditions of Ownership, to wit: “No through its regional extension units.
title to the land shall be acquired by the They process vacationing workers,
tenant farmer pursuant to Presidential register sea-based workers, and
Decree No. 27 shall be actually issued to participate in government hiring
him unless and until he has become a through manpower pooling.
full-fledged member of a duly-
recognized farmers’ cooperative. 3. Who has adjudicatory jurisdiction over
Title to the land acquired claims by OFWs?
pursuant to PD no. 27 shall not be
transferrable EXCEPT by HEREDITARY A: NLRC has adjudicatory
SUCCESSION or to the GOVERNMENT in jurisdiction over claims by OFWs. It is
accordance with the provisions of provided under RA 8042, that the
jurisdiction of NLRC covers not only
Presidential Decree No. 27, the Code of
Agrarian Reforms and other existing claims involving Filipino workers for
laws and regulations. overseas employment but also money
Title 1 – Recruitment and Placement of claims involving Filipino workers for
Workers overseas deployment.
Chapter I – General Provisions 4. What significant amendments to the
Box 3 – Cruz Labor Code are introduced by RA
1. What government agencies are 8042?
created to promote employment A: Article 17 of the Labor Code has
opportunities? been amended by RA 8042 known as
A: DOLE – carries out programs for the “Migrant Workers and Overseas
local and overseas employment. Filipinos Act of 1995.” The law institutes
BLE- effective allocation of the policies on overseas employment
manpower resources in local and establishes a higher standard of
employment. protection and promotion of the
1. When is an employee's rest day? Chapter III – Holidays, Service Incentive Leaves
and Service Charges
Every employee regardless of the nature of his
work is entitled to at least one whole day every Box 10 - Jamila
week as his rest day. The rest day or day off
1. What is holiday pay & who are the
shall be determined by the employer. However,
employees entitled to it?
in cases where the employee is required by his
religious belief to rest on certain days, such
ANS:
belief shall be respected by the employer
Is a one–day pay given by law
2. May an employer require work on rest day? to an employee even if he does not
On non-working day? work on a regular holiday. It is limited
to the twelve (12) regular, also called
The employer may require his employees to legal holidays listed by law.
work on any day:
General rule, all employees in
(a) In case of actual or impending emergencies
all establishments whether for profit or
caused by serious accident, fire, flood, typhoon,
not are entitled to a holiday pay,
earthquake, epidemic or other disaster or
provided that, he should not have been
calamity to prevent loss of life and property, or
absent without pay on the working day
imminent danger to public safety;
preceding the regular holiday.
(b) In cases of urgent work to be performed on
the machinery, equipment, or installation, to Exception, holiday pay does not
avoid serious loss which the employer would apply to:
otherwise suffer; 1. Government employees;
2. Managerial employees
(c) In the event of abnormal pressure of work including members of
due to special circumstances, where the managerial staff; 3. Field
employer cannot ordinarily be expected to personnel;
resort to other measures;
Box 13 - Estacion
1. Is it lawful to pay the wages only once a month? May the wages be paid in form of goods such
as phone cards?
Ans.:
Under Art. 103 of the Labor Code; Wages shall be made 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 employers 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.
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.
2. What is independent contracting in contrast to labor-only contracting? What does the latter
consist of and why does the law prohibit it?
Independent contracting is an arrangement whereby a principal agrees to put out or farm out
with a contractor or subcontractor the performance or completion of a specific job work or
service within a definite or predetermined period, regardless of whether such job, work or
service to be performed or completed within or outside the premises of the principal as
hereinafter qualified. Contracting, as the, definition shows, refers to the completion or
performance of a job, work, or service within a given period. Labor-only contracting, on the
other hand, is not really contracting because the arrangement is merely to recruit or place
people to be employed, supervised and paid by another, who, therefor, is the employer. The
commitment of the so-called “contractor” is not to do and deliver a job, work or service but
merely to find and supply people. The “contractor” is a pseudo-contractor; in fact, he himself
might even be an employee of the employer. Thus, “labor-only contracting” is self-contradictory
because there is no contactor and no contracting in L.o.C.
3. Other than labor-only contracting, what forms or acts of labor contracting are disallowed?
Ans.:
Notwithstanding Section 5 of these Rules the following are hereby declared prohibited for
being contrary to law or public policy.
(a) Contracting that terminates the employment of regular employees, or reduce their work
hours, or reduces or splits a bargaining unit, if such contracting out is not done in good
faith and not justified by business exigencies.
(b) Contracting with “cabo”
4. May an indirect employer be held liable answerable for an illegal dismissal done by the direct
employer?
Ans.:
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.
Box 14 - Ga
2. May an employer deduct from the employee’s salary the cost of company property lost or
damaged by the employee?
Ans. According to the implementing rules, payments for lost or damaged equipment is
deductible from the employee’s salary if four conditions are met namely:
a. The employee is clearly shown to be responsible for the loss or damage;
b. The employee is given ample opportunity to show cause why deduction should not be
made;
c. The amount of the deduction is fair and reasonable and shall not exceed the actual loss
or damage;
d. The deduction from the employee’s wage does not exceed 20 percent of the employee’s
wages in a week.
3. May labor standards violation justify a strike?
Ans. A wage violation is unlawful and may be pursued in a money claim, not through a
strike. But a strikeable situation may arise when the employer retaliates against the
complaining employee, and the retaliation is of the kind considered as ULP under Art. 248(f).
Violation of labor standards, therefore, may ultimately cause or justify a strike if Article 248
(f) or Article 261 (gross violation of the CBA) is applicable.
Box 15 – Cruz
1. What is the NWPC? The RTWPB? What are their respective authorities as regards wage
determination?
A: NWPC or National Wages and Productivity Commission, prescribes rules and guidelines
for determination of appropriate minimum wage and productivity measures at the regional,
provincial or industry levels. Further the NWPC may review the wage levels set by the RTWPB.
But a wage-fixing order by RTWPB does not need prior approval by the NWPC
RTWPB or Regional Tripartite Wages and Productivity Boards, are empowered ‘to
determine and fix minimum wage rates applicable in their regions’ and to issue the
corresponding wage orders, subject to guidelines’ issued by the NWPC. But the guidelined, like
the Labor Code, do not require NWPC’s approval of a wage order. What it requires is for the
board to conduct a public hearing over a petition for a wage order, to decide such petition
within 30 days after the last hearing , and to “furnish the Commission a copy of the decision on
A: ARTICLE 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:
(h) Fair return of the capital invested and capacity to pay of employers;
(j) The equitable distribution of income and wealth along the imperatives of economic and social
development.
The wages prescribed in accordance with the provisions of this Title shall be the standard
prevailing minimum wages in every region. These wages shall include wages varying with
industries, provinces or localities if in the judgment of the Regional Board, conditions make such
local differentiation proper and necessary to effectuate the purpose of this Title.
3. What obligations, if any, does an employer have when salaries are distorted by compliance
with a wage order?
A: 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
Bukidnon State University – College of Law
Batch 2014 Page 22
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.
Box 16 – Cabunoc
1) Labor laws are enforced and administered largely through DOLE's regional offices. How is this
administrative authority exercised?
Ans: (not sure)
To carry out these responsibilities, the DOLE is authorized to operate and maintain regional
offices (including district offices and provincial extension units) in each of the country's administrative
regions. These offices serve as the operational arms—the front line action offices—of the DOLE. This
role is described in Arts. 128 and 129.
Article 128. Visitorial and enforcement powers. (a) The Secretary of Labor and Employment or
his duly authorized representatives, including labor regulations 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 to 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.
(b) The provisions of Article 217 of this Code to the contrary notwithstanding 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 order and administer, after due notice and hearing,
compliance with the labor standards provisions of this Code and other labor legislation based on the
findings of labor regulation officers or industrial safety engineers made in the course of inspection, and
to issue writs of execution to the appropriate authority for the enforcement of their order, except in
cases where the employer contests the findings of the labor regulation officer and raises issues which
cannot be resolved without considering evidentiary matters that are not verifiable in the normal course
of inspection.
(c) 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
(d) It shall be unlawful for any person or entity to obstruct, impede, delay or otherwise render
ineffective the order 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.
(e) 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.
(f) 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.
2) Some labor disputes are likewise adjudicated at the regional level. What are the limits to
such adjudicatory function?
Ans:
Under the provisions of Art 129, the Regional Director is empowered through summary
proceedings and after due notice, to hear and decide cases involving recovery of wages and other
monetary claims and benefits, including legal interests, provided the following requisites are present:
a) the claim is presented by an employee, or a person employed in domestic or household
service, or househelper;
b) the claim arises from employer-employee relations;
c) the claimant does not seek reinstatement; and
d) the aggregate money claim of each claimant does not exceed P5,000.00
Box 17 – Elica
Ans. Art. 131. Exceptions. The prohibitions prescribed by the preceding Article shall not apply in any of
the following cases:
1. 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;
4. 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;
5. 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;
6. Where the women employees are immediate members of the family operating the
establishment or undertaking; and
7. Under other analogous cases exempted by the Secretary of Labor and Employment in
appropriate regulations.
2. Sex discrimination at work is basically wrongful. What acts are considered discriminatory
against women employees?
Ans. Art. 135. 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.
1. 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
2. Favoring a male employee over a female employee with respect to promotion, training
opportunities, study and scholarship grants solely on account of their sexes.
Criminal liability for the willful commission of any unlawful act as provided in this Article or any
violation of the rules and regulations issued pursuant to Section 2 hereof shall be penalized as
provided in Articles 288 and 289 of this Code: Provided, That the institution of any criminal action
under this provision shall not bar the aggrieved employee from filing an entirely separate and
Box 18 - Daypuyat
1. Childwork is wrongful and generally illegal. Before a child may be put to work, what are the
legal requirements?
- It must be a nonhazardous work- the child is not exposed to any risk which constitutes an
imminent danger to his safety and health.
- The child shall work only for such # of hours and period of days as determined by the Secretary
of Labor.
Box 19 - Torres
1. Are homeworkers entitled to the right to self-organize? Are they SSS covered?
Ans.
Yes, in the new rule, it authorizes the formation and registration of labor organization of
industrial homeworkers. It also makes explicit the employers duty to pay and remit SSS,
medicare and ECC Premiums.
2. Who is their employer?
Ans.
Employers 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
any employee, agent, contractor, subcontractor or any other person.
Box 21 - Jadap
1. What are the significant changes introduce by labor code to the law that awards compensation
benefits to employees who sustain work connected injury?
Where an ailment supervened before the new labor code, the governing law is the Workmen
Compensation Act. Thus, the changes are as follows:
2. Under what circumstances is an injury considered work connected and therefore compensable?
Conditions:
3. If the injury is sustained elsewhere, the employee must have been executing an order
of the employer
4. The injury was not due to the employee’s intoxication, willful intention to injure or kill
himself or another, or notorious negligence Injuries incurred by a health worker while
doing overtime work shall be considered work-connected.
Occupational disease listed by the commission otherwise, proof must be shown that the risk of
contracting the disease is increased by the working conditions.
If an ailment is not included in the list of occupational disease as drawn up by the commission,
the claimant has the burden of proving that the nature of the work increased the risked of contacting
the disease. The claimant must show proof of reasonable work connection, not necessarily direct causal
relation.
An employee’s status of acting in the course of his employment is not negated by the fact that He may
be pursuing a dual purpose.
Considers as compensable an injury that an employee sustains while on a trip undertaken for the benefit
of employer even if in the course thereof the employee pursues also a personal purpose.
6. If the cause of disease is unknown, for example, cancer, must the claimant prove that it is work
related so as to obtain benefits under SIF?
As a general rule, cancer is a disease still unknown origin which strikes people in all walks of life. Unless
it be shown that a particular form of cancer is caused by specific working conditions or environment,
one cannot conclude that it was the employment which increased the risk of contracting the disease.
Box 22 - Jamila
ANS:
The employees’ compensation law applies to all employers, public or private, & to all
employees, public or private, including casual, emergency, temporary or substitute employees.
ANS:
Notorious negligence is something more than simple or contributory negligence. It
signifies a deliberate act of the employee to disregard his own personal safety. Disobedience to
the rules and/or prohibition does not in itself constitute notorious negligence, id no intention
can be attributed to the injured to end his life.
3. What benefits are claimable under the EC program & under the SS law because of an injury or
disease?
ANS:
Benefits claimable under the EC Program are the following:
1. Services
a. Medical services, appliances & supplies; and
b. Rehabilitation services
2. Cash Income Benefits or Pension due to:
a. Temporary total disability;
b. Permanent total disability;
c. Permanent partial disability; and
d. Death
3. Funeral Benefits
1. Monthly Pension;
a. Dependents pension
b. Retirement benefits
2. Death Benefits & Permanent Disability Benefits;
3. Funeral Benefits;
4. Sickness Benefits; and
Box 23 - Dardo
1. Who administers the State Insurance Fund? What is the role of the SSS?
Yes, the EC is the policy-making body of the Employees Compensation Program and also
the appeal body.
The decisions of either SSS or GSIS, if unfavorable to the claimant are appealable to the
ECC. Upon appeal, the system elevates the record of the case to the ECC for review.
Chapter IV – Contributions
Box 24 - Lusica
1. Is it the employers or the consumers that shoulder the contributions to the State Insurance
Fund (SIF)?
Employers. Under the law, contributions shall be paid in their entirety by the employer and any
contract or device for the deduction of any portion thereof from the wages or salaries of the
employees shall be null and void. chardox
Box 25 - Lusica
The benefits or “compensation” extended to the employee (or to beneficiaries) are of three
kinds: services, income benefit, and funeral benefit.
A. Services
Bukidnon State University – College of Law
Batch 2014 Page 31
(1) Medical services, appliances and supplies;
(2) Rehabilitation services;
B. Cash Income Benefit or Pension due to:
(1) Temporary total disability;
(2) Permanent total disability;
(3) Permanent partial disability;
(4) Death.
C. Funeral benefit. chardox
Yes. In the case of Itogon Suyoc Mines Inc. vs. Dulay, et al, medical attendance is owing as long
as the employee is sick of a compensable illness, and this duty is not ended when employment
terminates.
Box 26 - Daypuyat
Box 27 - Culaway
1. In case an SIF covered employee dies, how are the beneficiaries of the death benefits
As provided by law, Art 194(a) Under such regulations as the Commission may approve, the System
shall pay to the primary beneficiaries upon the death of the covered employee under this Title, an
amount equivalent to his monthly income benefit, plus ten percent thereof for each dependent child,
but not exceeding five, beginning with the youngest and without substitution, except as provided for in
paragraph (j) of Article 167 hereof: Provided, however, That the monthly income benefit shall be
guaranteed for five years: Provided, further, That if he has no primary beneficiary, the System shall pay
to his secondary beneficiaries the monthly income benefit but not to exceed sixty months: Provided,
finally, That the minimum death benefit shall not be less than fifteen thousand pesos.
Box 28 - Palamine
1. What are the liabilities of an employer who is delinquent in his contributions to the SIF?
An employer who is delinquent in his contributions shall be liable to the System for the benefits which
may have been paid by the System to his employees or their dependents, and any benefit and expenses
to which such employer is liable shall constitute a lien on all his property, real or personal, which is
hereby declared to be preferred to any credit, except taxes. The payment by the employer of the lump
sum equivalent of such liability shall absolve him from the payment of the delinquent contribution and
penalty thereon with respect to the employee concerned.
As provided by law, No claim for compensation shall be given due course unless said claim is filed with
the System within three (3) years from the time the cause of action accrued. (As amended by Section 5,
Presidential Decree No. 1921). Art 201
Bukidnon State University – College of Law
Batch 2014 Page 33
Chapter IX – Records, Reports and Penal Provisions
Box 29 - Ga
2. Under what circumstances may the notice to the employer be dispensed with?
Ans. Under ECC Resolution No. 2127, notice of injury, sickness or death of the employee
need not be given to the employer in any of the following situations:
a. When the employee suffers the contingency within the employer’s premises;
b. When the employee officially files an application for leave of absence by reason of
the contingency from which he suffers;
c. When the employer provides medical services and/or medical supplies to the
employee who suffers from the contingency; and
d. When the employer can be reasonably presumed to have knowledge of the
employee’s contingency, in view of the ff. circumstances:
1. The employee was performing an official function for the employer when
the contingency occurred;
2. The employee’s contingency has been publicized through mass media
outlets; or
3. The specific circumstances of the occurrence of the contingency have been
such that the employer can be reasonably presumed to have readily known
it soon thereafter; and
4. Any other circumstances that may give rise to a reasonable presumption
that the employer has been aware of the contingency.
“Once you've started, you're halfway there.”
“Fear not, for I am with you, be not dismayed, for I am your God; I will
strengthen you, I will help you, I will uphold you with my victorious right
hand.” Isaiah 41:10