BASIC RIGHTS OF WORKERS

In the 1987 Constitution, provisions on social justice and the protection of labor
underscore the importance and economic significance of labor. Article II, Section 18
characterizes labor as a primary social economic force, and as such, the State is bound to
protect the rights of workers and promote their welfare. Moreover, workers are entitled to
security of tenure, humane conditions of work, and a living wage.

The rights and benefits granted to workers under the Labor Code applies to all
workers except the employees of government agencies (Civil Service Rules apply) and
government corporations with original charters (chartered by Congress).

The basic rights of workers under the Labor Code are as follows:

1. SECURITY OF TENURE

 Workers cannot be dismissed without just and authorized

causes and due process.

Under Article 285 of the Labor Code, an employer shall not terminate the
services of an employee except only for a just or authorized cause. A
dismissal not anchored on a just or authorized cause is considered illegal and
it entitles the employee to reinstatement or in certain instances, separation
pay in lieu thereof, as well as the payment of backwages.

Just Causes under the Labor Code

Just causes for dismissal of employee may be defined as those lawful or valid
grounds for termination of employment which arise from causes directly attributable to the
fault or negligence of the erring employee. Just causes are usually serious or grave in nature
and attended by willful or wrongful intent or they reflected adversely on the moral
character of the employees.

As opposed to authorized causes under Art. 289 and Art. 290 wherein the
termination of employment is dictated by necessity of the business, the dismissal under
just causes is imposed by the employer to the erring employee as a punishment for the
latter’s acts or omission.

Just causes for termination under the Labor Code is found in Article 288 and
enumerated here as follows:

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 1. Serious misconduct. Serious misconduct is an improper conduct willful in
character and of such grave nature that transgressed some established and definite
rule of action in relation to the employee’s work.

Cases

a) The employee’s (an accounting manager) act of willfully understating the company’s
profits or financial position, committed as it was in order to “save” costs, which to
her warped mind, was supposed to benefit her employer, partakes serious
misconduct. It was not merely a violation of company policy, but of the law itself,
and put the employer at risk of being made legally liable. The dismissal in this case
is warranted. An employer cannot be compelled to retain in its employ someone
whose services is inimical to its interests. (Llamas vs. Ocean Gateway, G.R. No.
179293, August 14, 2009.)
b) A ticket freight clerk was dismissed for dishonesty for charging to his VISA credit
card some plane tickets in spite of the cash payment made by passengers. The
dismissal was for a just cause. (PAL vs. NLRC, G.R. No. 117038. September 25, 1997.)
c) The case involved toll guards assigned at the North Luzon Tollway, Bulacan
interchange, who were caught accepting bribe in the form of cash and a dog from a
motorist who was suspected of illegally transporting dogs. The dismissal was
upheld as for just cause. Bribery constitutes serious misconduct. (Phil. National
Construction vs. NLRC, G.R. No. 128345, May 18, 1999.)

2. Willful disobedience to lawful orders. The employees are bound to follow

reasonable and lawful orders of the employer which are in connection with their
work. Failure to do so may be a ground for dismissal or other disciplinary action.

In Permex, Inc. vs. NLRC, G.R. No. 125031, January 24, 2000, the Court held that
where a violation of company policy or breach of company rules and regulations
was found to have been tolerated by management, then the same could not serve as
a basis for termination.

3. Gross and habitual neglect of duties. Gross negligence has been defined as the
want or absence of or failure to exercise slight care or diligence, or the entire
absence of care. It evinces a thoughtless disregard of consequences without exerting
any effort to avoid them.

Habitual absenteeism and tardiness constitute gross and habitual neglect of duty.
Repeated acts of absences without leave and frequent tardiness reflect indifferent
attitude to and lack of motivation in his work. (Valiao vs. CA, G.R. No. 146621, July
30, 2004.)

4. Fraud or willful breach of trust / Loss of confidence. Fraud is any act, omission,
or concealment which involves a breach of legal duty, trust, or confidence justly
reposed and is injurious to another.

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 5. Commission of a crime or offense. Commission of a crime or offense by the
employee against his employer or any immediate member of his family or his duly
authorized representative, is a just cause for termination of employment.
6. Analogous causes. Other causes analogous to the above grounds may also be a just
cause for termination of employment.

Examples of Analogous Causes

1. Abandonment. Abandonment of job is a form of neglect of duty. There is

abandonment when the employee leave his job or position with a clear and
deliberate intent to discontinue his employment without any intention of returning
back.
2. Gross inefficiency. Gross inefficiency is analogous to and closely related to gross
neglect for both involve acts or omissions on the part of the employee resulting in
damage to the employer or to his business. (See Lim vs. NLRC, G.R. No. 118434, July
26, 1996.)
3. Disloyalty/conflict of interest. Disloyalty exists when one asserts an interest, or
performs acts adverse to one’s employer, such as secretly engaging in a business
which renders him a competitor and rival of his employer. It constitutes a breach of
an implied condition of the contract of employment. (See Elizalde International vs.
Court of Appeals, G.R. No. L40553 February 26, 1981.)
4. Dishonesty. Acts of dishonesty deemed to be patently inimical to the employer is
analogous to breach of trust and is a valid cause for termination of employment.

No Separation Pay

An employee who is terminated from employment for a just cause is not entitled to
payment of separation benefits.

Authorized Causes under the Labor Code

As maybe broadly defined, authorized causes for dismissal of employee refer to those
lawful grounds for termination which in general do not arise from fault or negligence of the
employee. “Authorized causes” are distinguished from “just causes” under Article 288 in
that the latter are always based on acts attributable to the employee’s own fault or
negligence.

The authorized causes for termination of employee are enumerated under Article 289 and
290 of the Labor Code, as follows:

1. Installation of labor-saving devices. The installation of labor-saving devices

contemplates the installation of machinery to effect economy and efficiency in the
method of production.

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2. Redundancy. Redundancy exists where the services of an employee are in excess of
what is reasonably demanded by the actual requirements of the enterprise. A
position is redundant where it superfluous, and superfluity of a position or positions
may be the outcome of a number of factors, such as over hiring of workers,
decreased of volume business, or dropping of a particular product line or service
activity previously manufactured or undertaken by the enterprise.

3. Retrenchment to prevent losses. Retrenchment is an economic ground to reduce

the number of employees. Retrenchment is the reduction of personnel for the
purpose of cutting down on costs of operations in terms of salaries and wages
resorted to by an employer because of losses in operation of a business occasioned
by lack of work and considerable reduction in the volume of business. It is
sometimes also referred to as downsizing. It is aimed at saving a financially ailing
business establishment from eventually collapsing.

4. Closure or cessation of operation. The closure of a business establishment is a

ground for the termination of the services of an employee unless the closing is for
the purpose of circumventing pertinent provisions of the Labor Code.

5. Disease. An employer may terminate the services of an employee who has been
found to be suffering from any disease and whose continued employment is
prohibited by law or is prejudicial to his health as well as the health of his co-
employees.

 Workers shall be made regular after 6 months probation.

Art. 287. Probationary employment. ̶ Probationary employment shall not exceed

six (6) months from the date the employee started working, unless it is covered by
an apprenticeship agreement stipulating a longer period. The services of an
employee who has been engaged on a probationary basis may be terminated for a
just cause or when he fails to qualify as a regular employee in accordance with
reasonable standards made known by the employer to the employee at the time of
his engagement. An employee who is allowed to work after a probationary period
shall be considered a regular employee.

2. HOURS OF WORK
 Normal working hours of 8 hours a day

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 Article 83. Normal hours of work. The normal hours of work of any employee shall
not exceed eight in a day.

Health personnel in cities or municipalities with a population of at least one

million or in hospitals or clinics with a bed capacity of at least one hundred shall
hold regular office hours for eight hours a day, for five days a week, or a total of
forty hours a week, exclusive of time for meals, except where the exigencies of the
service require that such personnel work for six days, forty-eight hours, in which
case they shall be entitled to an additional compensation of at least 30 percent of
their regular wage for work on the sixth day. For purposes of this Article, "health
personnel" shall include: resident physicians, nurses, nutritionists, dieticians,
pharmacists, social workers, laboratory technicians, paramedical technicians,
psychologists, midwives, attendants and all other hospital or clinic personnel.

 Meal and rest period: meal break of less than one hour and
short rest periods shall be considered compensable working
time.

Article 85. Meal periods. Subject to such regulations as the Secretary of Labor
and Employment may prescribe, it shall be the duty of every employer to give
his employees not less than sixty minutes time-off for their regular meals.

3. WEEKLY REST DAY

 A day-off of 24 consecutive hours after 6 days of work should
be scheduled by the employer upon consultation with the
workers.

Article 91. Right to weekly rest day. (a) It shall be the duty of every employer, whether
operating for profit or not, to provide each of his employees a rest period of not less than
twenty-four consecutive hours after every six consecutive normal work days.

(b) The employer shall determine and schedule the weekly rest day of his employees,
subject to collective agreement and to such rules and regulations as the Secretary of Labor
and Employment may provide. However, the employer shall respect the preference of
employees as to their weekly rest day when such preference is based on religious grounds.

Note: The provisions under the Labor Code regarding the working conditions (HOURS OF
WORK, WEEKLY REST PERIODS, HOLIDAYS, SERVICE INCENTIVE LEAVES AND SERVICE

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CHARGES) apply to employees in all establishments and undertakings whether for profit or
not, subject to certain exceptions.

Art. 82. Coverage. The provisions of this Title shall apply to employees in all
establishments and undertakings whether for profit or not, but not to government
employees, managerial employees, field personnel, members of the family of the employer
who are dependent on him for support, domestic helpers, persons in the personal service
of another, and workers who are paid by results as determined by the Secretary of Labor in
appropriate regulations.xxx

4. WAGE AND WAGE-RELATED BENEFITS

 Minimum wage in the region/sector (Region IX - P296.00
effective October 01, 2016: National Wages and Productivity
Commission, DOLE)
 Holiday pay: One day pay for every regular holiday even if
unworked subject to certain conditions

Article 94. Right to holiday pay. (a) Every worker shall be paid his regular daily wage during
regular holidays, except in retail and service establishment regularly employing less than
ten workers;

(b) The employer may require an employee to work on any holiday but such employee
shall be paid a compensation equivalent to twice his regular rate;

 Premium pay for work within 8 hours on a

 Special or rest day: plus 30% of basic daily rate
 Rest day falling on a special day: plus 50% of basic
daily rate
 Rest day falling on a regular holiday: plus 30% of
200% of basic daily rate
 Overtime pay for work in excess of 8 hours on
 Ordinary days: plus 25% of the basic hourly rate
 Special days, rest days and holidays: plus 30% of
the regular hourly rate on said days

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 Article 87. Overtime work. Work may be performed beyond eight hours
a day provided that the employee is paid for the overtime work an
additional compensation equivalent to his regular wage plus at least
twenty-five percent thereof. Work performed beyond eight hours on a
holiday or rest day shall be paid an additional compensation equivalent
to the rate for the first eight hours on a holiday or rest day plus at least
30 percent thereof.

 Nightshift differential pay: plus 10% of the basic/regular rate

for work between 10pm-6am.

Article 86. Night shift differential. Every employee shall be paid a night shift
differential of not less than ten percent of his regular wage for each hour of
work performed between ten o'clock in the evening and six o'clock in the
morning.

 Service incentive leave: 5 days with pay per year of service

Article 95. Right to service incentive leave. (a) Every employee who has rendered at least
one year of service shall be entitled to a yearly service incentive leave of five days with pay.

(b) This provision shall not apply to those who are already enjoying the benefit herein
provided, those enjoying vacation leave with pay at least five days and those employed in
establishments regularly employing less than ten employees or in establishments
exempted from granting this benefit by the Secretary of Labor after considering the
viability or financial condition of such establishment.

 Service charges: 85% for distribution to rank-and-file

employees; 15% for losses, breakages, or distribution to
managerial employees (applicable only in establishments
collecting service charges)

Article 96. Service charges. All service charges collected by hotels, restaurants
and similar establishments shall be distributed at the rate of 85 percent for
all covered employees and 15 percent for management. The share of the
employees shall be equally distributed among them. In case the service
charge is abolished, the share of the covered employees shall be integrated
into their wages.

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  13th month pay: 1/12 of the total basic salary earned within the
calendar year. PD No. 851 otherwise known as Thirteenth Month
Pay Law, as amended by Memorandum Order No. 28, requires all
employers to pay their employees a 13th month pay not later than
December 24 of every year.
 Applicable also to Kasambahays/househelps under
the new kasambahay law

 Paternity leave: 7 days with full pay to attend to needs of legal

wife before/during/after delivery. The basis of Paternity Leave
benefits is found in Republic Act No. 8187, otherwise known as
the “Paternity Leave Act of 1996”.

 Solo parent’s leave- parental leave of seven (7) days shall be

granted to any Solo Parent employee under RA 8972 (Solo
Parents’ Welfare Act)

A solo parent, as defined by RA 8972 is:

1. A woman who gives birth as a result of rape and other crimes against chastity even
without a final conviction of the offender, provided that mother keeps and raises the
child.

2. Parent left solo or alone with the responsibility of parenthood due to the following
circumstances:

a. Due to death of spouse.

b. Spouse is detained or is serving sentence for a criminal conviction for at least

one (1) year.

c. Physical and/or mental incapacity of spouse as certified by a public medical

practitioner.

d. Legal separation or de facto separation from spouse for at least one (1) year,
as long as he/she is entrusted with the custody of the children.

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 e. Declaration of nullity or annulment of marriage as decreed by a court or by a
church as long as he/she is entrusted with the custody of the children.

3. Unmarried mother/father who has preferred to keep and rear her/his

child/children instead of having others care for them or give them up to a welfare
institution.

4. Any other person who solely provides parental care and support to a child or
children.

5. Any family member who assumes the responsibility of head of family as a result of
the death, abandonment, disappearance or prolonged absence of the parents or solo
parent.

 Battered woman leave- paid leave up to ten days under RA 9262 (Anti-
Violence Against Women and their Children Act) in addition to other paid
leaves (A requirement to apply for the battered woman leave is a certification
obtained from the Barangay Captain or Kagawad or prosecutor or the clerk of
court that an action based on R. A. 9262 has been filed and is pending. The use
of the ten-day leave is at the option of the woman employee. It shall be used for
the days that she needs to attend to medical and legal concerns.

 Two months special leave with pay

(Under Republic Act 9710, otherwise known as “The Magna Carta of
Women“, a woman employee shall be entitled to a special leave benefit of two
(2) months with full pay based on her gross monthly compensation following
surgery caused by gynecological disorders.

 Separation pay: one month pay or ½ month pay for every year of service,
whichever is higher, for authorized causes of separation

 Retirement pay: 22.5 days salary for every year of service for optional
retirement at 60 under RA 7641 or under applicable agreement or for
compulsory retirement at age 65
 If the establishment has a Collective Bargaining Agreement or
employment contract providing for a retirement plan or benefits to
employees, the employee shall be entitled to receive the benefits as
provided in the said CBA or contract. However, such benefits must not
be less than that provided under the Labor Code.

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 Separation pay should not be confused with retirement pay. Separation pay is the
amount due to the employee where the cessation of employment is due to causes
authorized by law (or for any of the other causes stated above). Retirement pay, on
the other hand, is the amount to be paid to the employee who has reached the
compulsory retirement age or who availed of voluntary retirement.

 For underground mine employees, optional retirement at 50 under RA 7641

as amended by RA 8558; compulsory at 60

5. PAYMENT OF WAGES
 Wages shall be paid in cash, legal tender at or near the place of work
 Payment may be made through a bank upon written petition of majority of
the workers in establishments with 25 or more employees and within one
kilometer radius to a bank
 Payment shall be made directly to the employees
 Wages shall be given not less than once every two weeks or twice within a
month at intervals not exceeding 16 days
 Preference of workers’ money claims over government and other creditors in
case of bankruptcy or liquidation of business

6. THE RIGHT TO NON-DIMINUTION OF BENEFITS

The principle of non-diminution of benefits states that: “any benefit and supplement being
enjoyed by employees cannot be reduced, diminished, discontinued or eliminated by the
employer.”

This principle is founded on the Constitutional mandate to “protect the rights of workers
and promote their welfare,” and “to afford labor full protection.” Said mandate in turn is the
basis of Article 4 of the Labor Code which states that “all doubts in the implementation and
interpretation of this Code, including its implementing rules and regulations shall be
rendered in favor of labor.”

Benefit and supplement definition

Employee benefits are compensations given to employees in addition to regular salaries or

wages. Some benefits are legally required, e.g., social security benefits, medicare,
retirement benefits, maternity benefits, service incentive leave, etc. Other benefits are
offered by the employer as an incentive to attract and retain employees as well as increase
employee morale and improve job performance.

Supplements include those benefits or privileges granted to an employee for the

convenience of the employer, e.g., board and lodging within the company premises.

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Common application

In employment setting, the principle of non-diminution of benefits finds application when a

change initiated by the employer to existing company policies, specially matters concerning
employee benefits, results in reduction, diminution or withdrawal of some or all of the the
benefits already enjoyed by the employees. For example, if the employees of a certain
company is traditionally granted 14th month pay, and the employer subsequently
withdrew such benefit, or reduced its amount, the reduction or withdrawal is objectionable
on the ground that it would result to diminution of benefits.

Requirements

The application of the principle presupposes that a company practice, policy and tradition
favorable to the employees has been clearly established; and that the payments made by
the company pursuant to it have ripened into benefits enjoyed by them.

To ripen into benefits, the following requisites must concur:

1. It should have been practiced over a long period of time; and

2. It must be shown to have been consistent and deliberate.

With regard to the length of time the company practice should have been exercised to
constitute voluntary employer practice which cannot be unilaterally withdrawn by the
employer, the Court has not laid down any rule requiring a specific minimum number of
years.

1. In the case of Davao Fruits Corporation vs Associated Labor Unions (G.R. No. 85073,
August 24, 1993), the company practice lasted for six years.
2. In Davao Integrated Port Stevedoring Services vs. Abarquez (G.R. No. 102132, March
19, 1993), the employer, for three years and nine months, approved the
commutation to cash of the unenjoyed portion of the sick leave with pay benefits of
its Intermittent workers.
3. In Tiangco vs Leogardo, Jr. (G.R. No. L-57636, May 16, 1983), the employer carried
on the practice of giving a fixed monthly emergency allowance from November 1976
to February 1980, or three years and four months.
4. In the case of Sevilla Trading Company vs Semana, ibid., the employer kept the
practice of including non-basic benefits such as paid leaves for unused sick leave
and vacation in the computation of their 13th-month pay for at least two (2) years.

In all these cases, the grant of benefits has been held to have ripened into company practice
or policy which cannot be peremptorily withdrawn.

7. EMPLOYMENT OF WOMEN

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  Welfare facilities at the workplace such as seats, separate toilet rooms,
lavatories, dressing rooms
 Prohibition against discrimination with respect to pay (i.e. equal pay for
work of equal value) promotion, training opportunities, study and
scholarship grants

8. EMPLOYMENT OF YOUNG WORKERS

 Minimum employable age is 15 years. A worker below 15 should be directly
under the sole responsibility of parents/guardians; work does not interfere
with child’s schooling/normal development; with work permit from DOLE
 No person below 18 can be employed in a hazardous or deleterious
undertaking

9. SAFE AND HEALTHFUL CONDITIONS OF WORK AND WELFARE

SERVICES
 Proper illumination and ventilation, fire exits and extinguishers occupational
health personnel and services, family welfare/family planning services at the
workplace, etc.

Other equally important rights of workers

10. SELF-ORGANIZATION AND COLLECTIVE BARGAINING
11. LABOR EDUCATION THRU SEMINARS, DIALOGS AND INFORMATION, EDUCATION
AND COMMUNICATION MATERIALS
12. PEACEFUL CONCERTED ACTIVITIES IN ACCORDANCE WITH LAW
13. PARTICIPATION IN POLICY AND DECISION-MAKING PROCESSES AFFECTING THEIR
RIGHTS AND BENEFITS
14. FREE ACCESS TO THE COURTS AND QUASI-JUDICIAL BODIES AND SPEEDY
DISPOSITION OF THEIR CASES
15. EMPLOYEES COMPENSATION COMMISSION (ECC) BENEFITS FOR WORK-RELATED
CONTINGENCIES
 Medical benefits for sickness/injuries
 Disability benefits
 Rehabilitation benefits
 Death and funeral benefits
 Pension benefits

16. SSS BENEFITS

 Maternity, sickness, disability, retirement, death and pension benefits

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BASIC RIGHTS OF WORKERS (Summary)

1. SECURITY OF TENURE
 Workers cannot be dismissed without just and authorized causes and due
process.
 Workers shall be made regular after 6 months probation.

2. HOURS OF WORK
 Normal working hours of 8 hours a day
 Meal and rest period: meal break of less than one hour and short rest periods
shall be considered compensable working time.

3. WEEKLY REST DAY

 A day-off of 24 consecutive hours after 6 days of work should be scheduled
by the employer upon consultation with the workers.

4. WAGE AND WAGE-RELATED BENEFITS

 Minimum wage in the region/sector
 Holiday pay: One day pay for every regular holiday even if unworked subject
to certain conditions
 Premium pay for work within 8 hours on a
 Special or rest day: plus 30% of basic daily rate
 Rest day falling on a special day: plus 50% of basic daily rate
 Rest day falling on a regular holiday: plus 30% of 200% of
basic daily rate
 Overtime pay for work in excess of 8 hours on
 Ordinary days: plus 25% of the basic hourly rate
 Special days, rest days and holidays: plus 30% of the regular
hourly rate on said days
 Nightshift differential pay: plus 10% of the basic/regular rate for work
between 10pm-6am.
 Service incentive leave: 5 days with pay per year of service
 Service charges: 85% for distribution to rank-and-file employees; 15% for
losses, breakages, or distribution to managerial employees (applicable only
in establishments collecting service charges)
 13th month pay: 1/12 of the total basic salary earned within the calendar
year
 Applicable also to Kasambahays/househelps under the new
kasambahay law

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  Paternity leave: 7 days with full pay to attend to needs of legal wife
before/during/after delivery
 Solo parent’s leave- parental leave of seven (7) days shall be granted to any
Solo Parent employee under RA 8972 (Solo Parents’ Welfare Act)
 Battered woman leave- paid leave up to ten days under RA 9262 (Anti-
Violence Against Women and their Children Act) in addition to other paid
leaves Two months special leave with pay (Magna Carta of Women)
 Separation pay: Minimum of ½ month pay for every year of service for
authorized causes of separation
 Retirement pay: 22.5 days salary for every year of service for optional
retirement at 60 under RA 7641 or under applicable agreement or for
compulsory retirement at age 65
 For underground mine employees, optional retirement at 50 under RA 7641
as amended by RA 8558; compulsory at 60

5. PAYMENT OF WAGES
 Wages shall be paid in cash, legal tender at or near the place of work
 Payment may be made through a bank upon written petition of majority of
the workers in establishments with 25 or more employees and within one
kilometer radius to a bank
 Payment shall be made directly to the employees
 Wages shall be given not less than once every two weeks or twice within a
month at intervals not exceeding 16 days
 Preference of workers’ money claims over government and other creditors in
case of bankruptcy or liquidation of business

6. NON-DIMINUTION OF BENEFITS- any benefit and supplement being enjoyed by

employees cannot be reduced, diminished, discontinued or eliminated by the
employer

7. EMPLOYMENT OF WOMEN
 Welfare facilities at the workplace such as seats, separate toilet rooms,
lavatories, dressing rooms
 Prohibition against discrimination with respect to pay (i.e. equal pay for
work of equal value) promotion, training opportunities, study and
scholarship grants

8. EMPLOYMENT OF YOUNG WORKERS

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  Minimum employable age is 15 years. A worker below 15 should be directly
under the sole responsibility of parents/guardians; work does not interfere
with child’s schooling/normal development; with work permit from DOLE
 No person below 18 can be employed in a hazardous or deleterious
undertaking

9. SAFE AND HEALTHFUL CONDITIONS OF WORK AND WELFARE SERVICES

 Proper illumination and ventilation, fire exits and extinguishers occupational
health personnel and services, family welfare/family planning services at the
workplace, etc.

10. SELF-ORGANIZATION AND COLLECTIVE BARGAINING

11. LABOR EDUCATION THRU SEMINARS, DIALOGS AND INFORMATION, EDUCATION

AND COMMUNICATION MATERIALS

12. PEACEFUL CONCERTED ACTIVITIES IN ACCORDANCE WITH LAW

13. PARTICIPATION IN POLICY AND DECISION-MAKING PROCESSES AFFECTING THEIR

RIGHTS AND BENEFITS

14. FREE ACCESS TO THE COURTS AND QUASI-JUDICIAL BODIES AND SPEEDY
DISPOSITION OF THEIR CASES

15. EMPLOYEES COMPENSATION COMMISSION (ECC) BENEFITS FOR WORK-RELATED

CONTINGENCIES
 Medical benefits for sickness/injuries
 Disability benefits
 Rehabilitation benefits
 Death and funeral benefits
 Pension benefits

16. SSS BENEFITS

 Maternity, sickness, disability, retirement, death and pension benefits

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