Professional Documents
Culture Documents
Labor Standards
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Holidays Termination of Employment
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Imbuido v. NLRC
Transport
Systems
v.
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ng
are
&
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CASE DIGESTS:
Honda Phils., Inc. v. Samahan ng
Malayang Manggagawa ng Honda
FACTS: The issue stems from certain
provisions of the CBA between Honda
Phils and its labor union. The CBA
provided that the company shall
maintain the present practice in the
implementation of the 13th month pay,
the company shall grant a 14th month
pay computed on the same basis as the
computation of the 13th month pay and
the company agrees to continue the
practice of granting, in its discretion,
financial
assistance
to
covered
employees in December in each year of
not less than 100% of basic pay. The
CBA is effective until 2000.
In lieu of the strikes and bargaining
deadlocks, the company issued a
memorandum announcing the new
formula for the computation of the 13th
and 14th month pay and the 31 day
long strike shall be considered as
unworked days for purposes of
computing said benefits. According to
the
new
formula,
the
amount
equivalent to 1/12 of the employees
basic salary shall be deducted from
these bonuses with a commitment
however that in the event that the
strike is declared legal, Honda shall
pay the amount deducted. Respondent
union
opposed
the
pro-rated
computation of the bonuses.
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Memorandum Order 28
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Boie-Takeda
wrote
the
Labor
Department contesting the Notice of
Inspection Results, and expressing the
view "that the commission paid to our
medical representatives are not to be
included in the computation of the
13th month pay since the law and its
implementing rules speak of REGULAR
or BASIC salary and therefore exclude
all other remunerations which are not
part of the REGULAR salary." It pointed
out that, "if no sales is made under the
effort of a particular representative,
there is no commission during the
period when no sale was transacted, so
that commissions are not and cannot
be legally defined as regular in nature.
PETITIONERS CONTENTION
They maintain that under P.D. 851, the
13th month pay is based solely on
basic salary. As defined by the law
itself and clarified by the implementing
and Supplementary Rules as well as
Supreme
Court
decisions,
remunerations which do not form part
of the basic or regular salary of an
employee, such as commissions,
should not be considered in the
computation of the 13th month pay.
This being the case, the Revised
Guidelines on the Implementation of
the 13th Month Pay Law issued by then
Secretary Drilon providing for the
inclusion of commissions in the 13th
month pay, were issued in excess of the
statutory authority conferred by P.D.
851. Petitioners further contend that
assuming that Secretary Drilon did not
exceed
the
statutory
authority
conferred by P.D. 851, still the Revised
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Bernardo v. NLRC
The Magna Carta for Disabled Persons
mandates that a qualified disabled
employee should be given the same
terms and conditions of employment as
a qualified able-bodied person.
NOTE: In this case, the fact that the
employees were qualified disabled
persons
necessarily
removes
the
employment contracts from the ambit
of Art. 80. Since the Magna Carta
accords them the rights of qualified
able-bodied persons, they are covered
by Art. 280 of the Labor Code.
Nakpil
v.
Manila
Development Corporation
Towers
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on
how
the
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Agabon v. NLRC
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The
order
of
reinstatement
immediately executory.
is
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Kings
Transport,
Inc
v.
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Stewards
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Meiorin Test:
a. The employer must show that it
adopted the standard for a
purpose rationally connected to
the performance of the job;
b. The employer must establish that
the standard is reasonably
necessary to the accomplishment
of that work-related purpose; and
c. The employer must establish that
the standard is reasonably
necessary in order to accomplish
the
legitimate
work-related
purpose
Santos v. Servier Phils
The receipt of retirement benefits does
not bar the retiree from receiving
separation pay. Retirement benefits
and separation pay are not mutually
exclusive unless there is no specific
prohibition against the payment of both
benefits in the retirement plan and/or
in the CBA.
NOTE: in this case, there being a
provision in the Retirement Plan, the
petitioner is entitled only to either the
separation pay under the law or
retirement benefits under the Plan and
not both.
Requirements for valid termination by
reason of ailment:
1. Illness cannot be cured within 6
months
2. Certification by a public health
officer
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FINALS COVERAGE
the
Bureau
of
Cooperative
Development and approved by
the Secretary of Labor; and
e. Farm Tenancy or lease hold.
Minimum Wage
Wage distortions
Wage distortion involves four elements:
determining
as
Paternity leave
Every male employee in the private
sector shall be entitled to paternity
leave benefits of seven days with full
pay for the first four deliveries by his
lawful spouse under such terms and
conditions provided in the rules.
Service charges
Employee-employer
relationship
Labor standards
Termination of Employment
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or
his
duly
authorized
representatives; and
e. Other causes analogous to the
foregoing.
Art. 283 Closure of Establishment
and Reduction of Personnel
The employer may also terminate the
employment of any employee due to:
a. Installation
of
labor-saving
devices
b. Redundancy
c. Retrenchment to prevent losses
or the closing or cessation of
operation of the establishment or
undertaking unless the closing is
for the purpose of circumventing
the provisions of this Title
immediate
members
of
his
family; and
Other causes analogous to any
of the foregoing.
benefits
of
employees
in
the
establishment, an employee upon
reaching the age of sixty (60) years or
more, but not beyond sixty-five (65)
years which is hereby declared the
compulsory retirement age, who has
served at least five (5) years in the
said establishment, may retire and
shall be entitled to retirement pay
equivalent to at least one-half (1/2)
month salary for every year of service, a
fraction of at least six (6) months being
considered as one whole year.
Unless the parties provide for broader
inclusions, the term one-half (1/2)
month salary shall mean fifteen (15)
days plus one-twelfth (1/12) of the
13th month pay and the cash
equivalent of not more than five (5)
days of service incentive leaves.
Retail,
service
and
agricultural
establishments or operations employing
not more than ten (10) employees or
workers are exempted from the
coverage of this provision.
Violation of this provision is hereby
declared unlawful and subject to the
penal provisions under Article 288 of
this Code.
Implementing Rules
Sec. 1 Coverage
Applies to all establishments whether
operated for profit or not with the
exception of the Government and its
political
subdivision
including
government-owned
or
controlled
corporations
Sec. 2 Security of Tenure
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employment
Regular
and
casual
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