Employee Rights and Ethical

Issues/Employer Rights and Responsibilities

Aries C Gallandez
Joselyn Madolora
Joan B Umipig
 Sequence of Presentation
• Employee Rights and Protection
• Basic Rights of Employee (under DOLE)
• Ethical Issues
• Employers Rights and Responsibility
 Employee Rights and Protection
Under the Constitution of the Republic of the Philippines 1987
The State affirms labor as a primary social economic force. It shall protect the rights of
workers and promote their welfare. (Art. II, Sec. 18)
The State shall afford full protection to labor, local and overseas, organized and unorganized,
and promote full employment and equality of employment opportunities for all.

They shall be entitled to security of tenure, humane conditions of work, and a living wage.
They shall also participate in policy and decision-making processes affecting their rights and
benefits as may be provided by law.
…
The State shall regulate the relations between workers and employers, recognizing the right
of labor to its just share in the fruits of production and the right of enterprises to reasonable
returns on investments, and to expansion and growth. (Art. XIII, Sec. 3)
 Basic Rights of Employees (under DOLE)
1. EQUAL WORK OPPORTUNITIES FOR ALL
The State shall protect labor, promote full employment, provide equal work opportunity regardless of gender, race, or
creed; and regulate relations between employees and employers.
2. SECURITY OF TENURE
Every employee shall be assured security of tenure. No employee can be dismissed from work except for a just or
authorized cause, and only after due process.
Just cause refers to any wrongdoing committed by an employee; authorized cause refers to economic circumstances that
are not the employee’s fault.
3. WORK DAYS AND WORK HOURS
An employee must be paid their wages for all hours worked. If their work hours fall between 10:00 p.m. and 6:00 a.m., they
are entitled to night shift pay in addition to their pay for regular work hours. If they work over eight hours a day, they are
entitled to overtime pay.
4. WEEKLY REST DAY
A day-off of 24 consecutive hours after six (6) days of work should be scheduled by the employer upon consultation with
the workers.
5. WAGE AND WAGE-RELATED BENEFITS
Wage is the amount paid to an employee in exchange for to the service that they rendered to their employer. Wage may be
fixed for a given period.
6. PAYMENT OF WAGES
Wages should be paid directly to the employee in cash, legal tender, or through a bank. Wages shall be given not
less than once every two weeks or twice within a month at intervals not exceeding 16 days.
7. FEMALE EMPLOYEES
Women are prohibited from engaging in night work unless the work is allowed by the following rules: industrial
undertakings from 10 p.m. to 6 a.m., commercial/non-industrial undertakings from 12 m.n. to 6 a.m., or agricultural
takings at night provided that she has had nine consecutive hours of rest. Welfare facilities, such as separate
dressing rooms and lavatories, must be installed at the workplace.
8. EMPLOYMENT OF CHILDREN       
The minimum employment age is 15 years of age. Any worker below 15 years of age should be directly under the
sole responsibility of parents or guardians provided that work does not interfere with the child’s schooling or
development.
The minimum age of employment is 18 years for hazardous jobs, and 15 years for non-hazardous jobs.
9. SAFE WORKING CONDITIONS
Employers must provide workers with every kind of on-the-job protection against injury, sickness or death through
safe and healthful working conditions.
10. RIGHTS TO SELF-ORGANIZATION AND COLLECTIVE BARGAINING
Every worker has the right to self-organization, i.e., to form or to join any legitimate workers’ union, free from
interference of their employer or the government. All workers may join a union for the purpose of collective
bargaining and is eligible for union membership on the first day of their employment.
 Ethical Issues
Employee ethical issues refer to situations in the workplace where employees face ethical dilemmas or conflicts that involve
moral principles, values, or ethical standards. Some common ethical issues that employees may encounter include:
Conflicts of interest: Employees may face situations where their personal interests conflict with the interests of the company or
their clients. For example, an employee who has a personal relationship with a vendor may be tempted to award the vendor a
contract, even if the vendor's proposal is not the best choice.
Harassment and discrimination: Employees may witness or experience harassment or discrimination based on factors such as
race, gender, age, religion, or sexual orientation. This can create a hostile work environment and violate the employee's rights.
Whistleblowing: Employees may become aware of unethical or illegal activities within the company, and may face a difficult
decision about whether to report the activity to authorities or management.
Use of company resources: Employees may face ethical dilemmas related to the use of company resources, such as using
company time or equipment for personal activities.
Respect for privacy: Employees may encounter situations where they have access to confidential or sensitive information, and
must maintain the privacy of that information.
Bribery and kickbacks: Employees may be offered bribes or kickbacks in exchange for taking certain actions, such as awarding
contracts or providing confidential information. It is important for employees to be aware of these ethical issues and to understand
the ethical standards and values of the company. Employers can help to prevent ethical issues by creating a culture of ethics and
integrity, providing training and resources to employees, and having clear policies and procedures in place for reporting ethical
concerns.
 Employers Rights and Responsibility
• Employers should uphold the laws of land, respect the basic rights of
their employees, and deal with their people, whether managerial,
supervisory or rank-and-file, with utmost fairness, justice and respect.
• Employers must exercise their management prerogatives in the
search, assessment and recruitment of new talents in a fair, just and
equitable manner without any discrimination based on gender, creed,
union and religious affiliations.
• Management must be guided by labor laws, regulations and social
legislations in the formulation and administration of total rewards or
compensation and benefits with utmost fairness and justice for all.
• All employers should provide a safe, healthy, secured, peaceful and nurturing
work environment that cares for the total physical, emotional, psychological and
social well-being of all people inside the company. 
• All employers must lay the foundations, set up the structures and processes to
nurture a fair, just and stable work harmony, based on organizational justice,
founded on managing both discipline and grievances, in an expeditious, just and
developmental manner.
• All employers must lay the foundations, set up the structures and processes to
nurture a fair, just and stable work harmony, based on organizational justice,
founded on managing both discipline and grievances, in an expeditious, just and
developmental manner.
• Employers should nurture a learning organization, where employees are
motivated to break barriers, try and experiment on new and more innovative and
creative ways of doing things in more efficient and effective manners, provided
that these are done with utmost protection to the health, safety and security of
• Management must be zealous in upholding the government regulations
governing safe spaces, sexual harassment, gender sensitivity, unfair labor
practices, and bullying in the workplace, as well as the prohibition of drugs,
weapons, and protect women, seniors, LGBTs, PWDs, and all other
marginalized sectors.
• Management shall likewise uphold the regulation of the use of social media, as
well as the Data Privacy Act, and to educate all sectors in the company on the
Anti-Terror Law and other laws on national security as they are balanced with
the imperatives to protect individual human rights. And tenth, employers
should uphold a balance between respect for authority and expression of
opinions or dissent and to listen without prejudgment of valid opinions, and to
regulate employee behavior as they raise issues, grievances and complaints in
a fair, honest and polite manner.
Thank You!