MULTIPLE CHOICE QUESTIONS: 1.

Payments for lost or damaged equipment is deductible from the employees salary if the following conditions are met, except; 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 employees wage does not exceed 20% of employees wages in a week. a. A only b. A and B c. all of the above d. none of the above

2. The employer are prohibited to reduce their employees salary except; a. To withhold any amount from the wages of a worker by any means without the workers consent. b. To make any deduction from the wages of any employee for the benefit of the employer as a consideration of a promise of employment or retention in employment. c. To refuse to pay or reduce the wages of his employee who has filed any complaint regarding wages or has testified or is about to testify in such proceedings. d. To deduct employees debt to the employer, where such debt has become due and demandable.

3. The National Wages and Productivity Commission shall have the following powers and functions except: a. To act as the national consultative and advisory body to the President of the Philippines and Congress on matters relating to wages, incomes and productivity; b. To formulate policies and guidelines on wages, incomes and productivity improvement at the enterprise, industry and national levels; c. To review regional wage levels set by the Regional Tripartite Wages and Productivity Boards to determine if these are in accordance with prescribed guidelines and national development plans; d. To develop plans, programs and projects relative to wages, income and productivity improvement for their respective regions. 4. Where employer-employee relationship no longer exists by reason of the fact that it has already been severed, claims for payment of monetary benefits fall within the exclusive jurisdiction of the a. b. c. d. Labor Arbiter Regional Director National Labor Relations Commission Labor Standards and Welfare Officer

5. If it can be ascertained in the complaint that employer-employee relationship no longer exists, the case, whether or not accompanied by an allegation of illegal dismissal, shall immediately be endorsed by the Regional Director to the a. Secretary of Labor and Employment b. Appropriate Branch of the National Labor Relations Commission

c. Chief of the Labor Standard Enforcement Division d. Labor Standards and Welfare Officer 6. The employer has the following remedies to avail off in case of violations discovered in the course of inspection except; a. b. c. d. Restitution Compromise Agreement Appeal Novation

7. The Regional Director of DOLE is empowered to hear and decide cases involving recovery of wages and other monetary claims and benefits provided the following requisites are present except; a. b. c. d. the claim arises from employer-employee relations claimant does not seek reinstatement the aggregate money claim of all employees does not exceed P5,000.00 the claim is presented by an employee or person employed in domestic service ,or househelper

8. How is wage distortion settled in organized establishment? A. The employer and the union shall negotiate to correct distortions using grievance procedure under CBA. B. If the negotiation between the parties remains unresolved, it shall be decided through voluntary arbitration within 10 calendar days from the time the dispute was referred to voluntary arbitration. C. The employer and the workers shall endeavor to correct the wage distortion. D. Any dispute arising from wage distortion shall be settled through National Conciliation and Mediation Board. a. a only b. a and b c. c only d. c and d

9. May compliance with wage order be held in abeyance due to wage distortion? a. Yes, dispute arising from wage distortion is a valid ground for the delay of the applicability of any increase in prescribed wage rates. b. Yes, provided that there is an agreement entered into the CBA. c. No, 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. d. No, it should not be delayed inorder to avoid strikes, lackouts or other concerted activities of employees because wage distortion is a strikeable issue. 10. The Regional Board shall, among the relevant factors, consider the following except: a. b. c. d. The cost of living and changes or increases therein, The needs of workers and their families Improvements in standards of living The unfair distribution of income and wealth along the imperatives of economic and social development.

11. The Regional Tripartite Wages and Productivity Boards shall have the following powers and functions in their respective territorial jurisdiction except: a. To develop plans, programs and projects relative to wages, income and productivity improvement for their respective regions; b. To coordinate with the other Regional Boards as may be necessary to attain the policy and intention of Labor Code; c. To receive, process and act on applications for exemption from prescribed wage rates as may be provided by law or any Wage Order d. To formulate policies and guidelines on wages, incomes and productivity improvement at the enterprise, industry and national level.

12. No woman, regardless of age, shall be employed or permitted or suffered to work, with or without compensation under the following circumstances except: a. In any industrial undertaking or branch thereof between ten oclock at night and six oclock in the morning of the following day; or b. In any commercial or non-industrial undertaking or branch thereof, other than agricultural, between midnight and six oclock in the morning of the following day; or c. In any agricultural undertaking at nighttime unless she is given a period of rest not less than nine consecutive hours. d. Where the women employees are immediate members of the family operating the establishment. 13. The health, safety and dignity of women demand that they, except: a. should not be made to stand while working thus they should be provided with seats b. should not share toilets, lavatories and dressing rooms with males c. should have a place where their babies may stay while they work d. should be retired at the age of 70 14. The following are the quitclaims for entitlement to maternity benefits except: a. The female member should be employed at the time of delivery, miscarriage or abortion b. She must have given the required notification to the SSS thru her employer c. She must be legally married d. Her employer must have paid at least 3 months of maternity contributions within the 12-month period immediately before the semester contingency. 15. Statement 1. The law does not allow availment of two benefits at the same time. Thus, whenever a woman is presently availing of maternity benefit, she cannot claim for sickness benefit to cover the same period. Statement 2. Benefits arising from the maternity leave are not to be included in the computation of the thirteenth month pay. a. b. c. d. Both statements are true. Both statements are false. Only statement no.1 is true. Only statement no.2 is true.

16. The following are the conditions for entitlement of paternity leave benefits except; a. A married or unmarried male is an employee at the time of delivery of his child b. He is cohabiting with his spouse at the time his wife gives birth or suffers miscarriage c. He has applied for paternity leave in accordance with company rules after notification

d. He is entitled for paternity leave for the first four deliveries of the legitimate spouse with whom he is cohabiting. 17. It means adequate, immediate and necessary medical and dental attention or remedy given in a case of injury or sudden illness suffered by a worker during employment, irrespective of whether or not such injury or illness is work-connected before more extensive medical and/or dental treatment can be secured. a. b. c. d. First-aid treatment Workplace Firs-aider Medical Attendance

18. Statement 1. The employer should hire the services of a full-time registered nurse when the number of employees exceeds fifty but not more than to hundred when the employer maintain hazardous workplaces. Statement 2. The services of a full-time registered nurse, a part-time physician and dentist, and an emergency clinic when the number of employees exceeds two hundred but not more than three hundred a. b. c. d. Both statements are correct. Both statements are incorrect. Only the first statement is correct. Only the second statement is correct.

19. Any person trained and duly certified as qualified to administer first aid by the Philippine National Red Cross or by any organization accredited by the former. a. b. c. d. Nurse Physician Firs-aider Dentist

20. Statement 1. The services of a full-time physician, dentist and a full-time registered nurse as well as a dental clinic and an infirmary or emergency hospital with one bed capacity for every one hundred employees when the number of employees exceeds three hundred. Statement 2. The requirement for an emergency hospital or dental clinic is still necessary even if there is a hospital or dental clinic which is accessible from the employers establishment and he makes arrangement for the reservation therein of the needed beds and dental facilities for the use of his employees. a. b. c. d. Both statements are correct. Both statements are incorrect. Only the first statement is correct. Only the second statement is correct.