PROFESSIONALISM

WORKPLACE ETHICS
Professionalism

 Is the conduct, aims or

qualities that
characterize or mark a
profession or professional
person; it implies quality
of workmanship or service
 Every organization knows
that a professional
reputation is the
difference between
success and failure and
they seek to keep their
most professional staff
Basic Workplace Ethics for an Organization

 Rulesand regulations ought to be same

for everyone
 Company’s
policies need to be
communicated clearly to each and every
one
 An
organization ought to respect its
employees to expect the same in return
Importance of Workplace Ethics

 Workplace ethics ensures positive ambience at the workplace.

 Workplace ethics leads to happy and satisfied employees who enjoy
coming to work rather than treating it as a mere source of burden.
 Employees also develop a feeling of loyalty and attachment towards
the organization.
 Workplace ethics also go a long way in strengthening the bond among
employees and most importantly their superiors.
 EMPLOYER – owner of the company, your
BOSS and superior
 Employee - are the laborers/ workers
Labor policy in the Philippines

 Labor Policy in the Philippines is specified mainly by the

country’s Labor Code of the Philippines and through other
labor laws. They cover 38 million Filipinos who belong to
the labor force and to some extent, as well as overseas
workers. They aim to address Filipino workers’ legal rights
and their limitations with regard to the hiring process,
working conditions, benefits, policymaking on labor within
the company, activities, and relations with employees.
General overview and statistics

 Labor force
 The Philippines is a country that has one of the biggest available pools of
qualified workers (aged 15–64) with this large pool of available

workers, the Philippines has more than 38M people that belong to the
labor force .The labor force has consistently grown by an average 2% for
the past three years. This labor force is dominated by people that have an

educational attainment below the tertiary level which make up 71%.

 Employment
 Most of these employed workers are in the field
of Services (50%), followed
by Agriculture (34%)

and  Industry (15%) with the lowest share. 

 Unemployment and under-employment
 Meanwhile, there are about 2.7M Filipinos
that are unemployed which

constitutes about 7.4% of the labor force.

`
Labor Code of the Philippines

 The Labor Code of the Philippines is the current law governing

employment practices and labor relations in the Philippines. It also
identifies the rules and standards regarding employment such as pre-
employment policies, labor conditions, wage rate, work hours,
employee benefits, termination of employees, and so on. Under the
regime of then dictator [Ferdinand Marcos], it was
promulgated in May 1. 1974 and took effect November 1,
1974, six months after its promulgation.
PRE-EMPLOYMENT POLICIES

 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
REGULATION ON CONDITIONS OF EMPLOYMENT


Minimum wage in Manila 426

Minimum wage in different provinces 367
 Monthly-paid employees are those whom you pay every day of the month,
including unworked rest days, special days and regular holidays.
 Daily-paid employees are those whom you pay for days actually worked and
on unworked regular holidays
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.

 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

emergencies, special
day in cases of

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.
 Example: 367 regular pay
 Night shift will get 367+36.7 (10%) = 403.70 pesos
Overtime work for employees

 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.
 Example: regular salary of 367
 Overtime pay Regular Day : 367 + 91.75 per hour = 458.75 /1 hour overtime
367+ 91.75 + 91.75 = 550.50 / 2 hours overtime
 Overtime pay HOLIDAY : 367 + 110.10 per hour = 477.10 /1 hour overtime
367+ 110.10 + 110.10 = 587.20/ 2 hours overtime
HOLIDAY PAY
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 isP800 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
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).
 EXAMPLE: 12,000 REGULAR SALARY
 12,000 /2 = 6000
 6000 * 5 YEARS OF SERVICE = 30, 000 RETIREMENT FEE
Labor market institutions

 Department of Labor and Employment

(DOLE)
 Founded on December 8, 1933, DOLE is the
government agency overseeing the labor
market of the Philippines. It is tasked to
implement the Labor Code and other labor
and employment-related policies of the
government. They have different programs
for job generation, skills training for workers,
job fairs and placements, for overseas
workers, and others that helps enhance the
labor market of the Philippines.
 Bureau of Labor and Employment Statistics (BLES)
 Under the DOLE, BLES gathers data and research regarding the labor market.
These statistics are important in making sound policies (Aldaba,
Canlas,Esguerra). One example of data is that regarding job vacancies. One
reason of vacancies in spite of unemployment is that people do not know
where to look for the right job. BLES gather information on vacancies and
applicants and submit this to DOLE for dissemination.
 Technical Education and Skills
Development Authority (TESDA)
 The Technical Education and Skills
Development Authority (TESDA), under the
supervision of DOLE, is the government
agency mandated to oversee the development
of technical education and skills development
(TESD) of the labor force of the Philippines.
TESDA aims to train skilled workers especially
on technical and vocational services in which
our country is lacking.
 Philippine Overseas Employment
Agency (POEA)
 The POEA is DOLE's arm that
administers to the overseas
employment of Filipino workers. It
aims to ensure and protect the
migrant workers' rights and welfare. It
is also tasked to promote, develop
and supervise the government's
overseas employment program.
SSS CONTRIBUTION TABLE
 SSS Registration

You are also required to enroll your employees under the Social
Security System (SSS) program, which provides insurance and
protection for private-sector employees, including resident foreign
employees. SSS benefits include disability pension, retirement,funeral
benefit, sickness allowance, maternity and paternity leave and loans.

SSS Benefits 

The Social Security System (SSS) provides insurance and protection for
private-sector employees, including resident foreign employees. SSS
benefits include disability pension, retirement, funeral benefit,
sickness allowance, maternity and paternity leave and loans.
PHILHEALTH CONTRIBUTION TABLE
Tax Compliance


You must also ensure that you are withholding the proper taxes due on the
compensation, benefits and other taxable emoluments paid to all your
employees. 
 Sample tax computation:
 20,000 monthly salary x 12% = 2400 tax payment
Labor Unions
 Trade or Labor unions in the Philippines are
organizations sanctioned by Labor Code of the
Philippines as an acknowledgment of Filipino
workers' freedom to self-organize.
 Trade unions aim to promote enlightenment
among Filipino workers concerning their wages,
hour of work, and other legal rights. 
 They aim to raise awareness on their obligations
as union members and employees, as well.
 They serve as legitimate entities that negotiate
with employers in policy-making with regard to
terms and conditions of employment.
 These negotiations formally take place in the
process of Collective Bargaining Agreement.
Apprentices, Learners and Handicapped Workers

 If you have apprentices, learners or

handicapped workers, you need to pay
them no less than seventy five percent
(75%) of the applicable statutory wage
rates.
 Apprentices and learners are those who
are covered by apprenticeship/learnership
agreements duly approved by the DOLE. 
Service Incentive Leave (SIL)
 If your employees have been with you already for at least
one (1) year, whether service is continuous or broken, you
need to pay them Service Incentive Leave (SIL) equivalent
to five days.
 The SIL may be used for sick and vacation leave purposes.
 If the SIL is not used up within the year, you may
commute or pay its money equivalent at the end of the
year.
Service Charges

 If you are a service establishment, such as hotels, restaurants and night clubs, you
may charge an additional 10% to your customer’s bill for distribution to
employees.
 If you collect service charges, your employees are entitled to an equal share in the
85% of the total of such charges, except managerial employees.

You may retain the remaining 15% to answer for losses and breakages and for
distribution to managerial employees, at your discretion. 
 You must distribute the shares of the employee in the service charges no less than
once every two (2) weeks or twice a month at intervals not

exceeding sixteen (16) days.

13th Month Pay

Employer should pay 13th month pay no later than

December 24 of every year. One half (1/2) of the
required 13th month pay may be made before the opening
of the regular school year and the other half on or before
the 24th of December of every year. The minimum 13th
month pay is not less than 1/12 of the total basic salary
earned by an employee within a calendar year. 
13TH MONTH PAY COMPUTATION

10,000 MONTHLY SALARY X

12 MONTHS /12 = 10,000
10,000 MONTHLY SALARY X 7
MONTHS / 12 = 5833.33