BSBA-human resource management students of Christ the King College blogspot....This is the online class of 4th bsba students with Miss Marian Alaba...We hope you guys will like it and find some interesting topics here in our class.
ARTICLE 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. As used herein, “managerial employees” refer to those whose primary duty consists of the management of the establishment in which they are employed or of a department or subdivision thereof, and to other officers or members of the managerial staff. “Field personnel” shall refer to non-agricultural employees who regularly perform their duties away from the principal place of business or branch office of the employer and whose actual hours of work in the field cannot be determined with reasonable certainty. -------------------
This article emphasizes that the provisions of Chapter 1 of Title 1- Working Conditions and Rest Periods shall apply to all employees of any establishment. However, there are exemptions that needs to be considered. These employees are: 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. Say, managerial employees, these are the ones may not be working 8hours always in the office premises. They might be out for some important meetings, and that still is considered working during office hours.
ARTICLE 86. Night shift differential. - Every employee shall be paid a night shift differential of not less than ten percent (10%) of his regular wage for each hour of work performed between ten o’clock in the evening and six o’clock in the morning. ---------------
This explains that all employees, who are performing their job in a night shift or commonly known as the graveyard shift are entitled to receive Ten (10) percent more than of their regular daily wage.
ARTICLE 90. Computation of additional compensation. – For purposes of computing overtime and other additional remuneration as required by this Chapter, the “regular wage” of an employee shall include the cash wage only, without deduction on account of facilities provided by the employer. There are some samples of how to compute additional compensation; How to compute overtime pay ? Justice and equality must be served in the workplace. That is why our Labor Code has fixed the maximum hours and days of work, which is equivalent to a maximum of eight (8) hours a day, for six consecutive work days. Furthermore, the Labor Code also requires employers to pay certain employees an additional compensation equivalent to their regular wage plus at least twenty-five (25%) of their works beyond eight hours. That rate is increased to thirty percent (30%) if the worker renders overtime on a holiday or rest day. (Article 87, LCP). This additional compensation for work performed beyond eight hours a day is what we called Overtime Pay. The following are the applicable laws and guidelines on the computation of Overtime Pay in the Philippines. Computation of wages The Department of Labor and Employment (DOLE) has set out the following rules in computing overtime pay, pay for work done on holidays, premium on nightshift and 13th month pay: Computing Overtime: On Ordinary Days Plus 25% of the hourly rate multiplied by the number of hours. On a rest day, special day or regular holiday Plus 30% of the hourly rate on said days multiplied by the number of hours. Sample computation of Overtime Pay per Hour Let us assume a regular daily wage rate of Php 404.00, what is the overtime rate per hour? On Ordinary days: First, let’s compute for the hourly wage rate as follows: Regular hourly rate = Daily wage rate / 8 hours = P404/8 = P50.5 per hour Then, let’s compute for the overtime rate per hour as follows: Overtime rate = hourly rate + 25% of hourly rate = P50.5 + (.25 x 50.5) =P50.5 + 12.65 =P63.125 per hour On a rest day and special day Computation of hourly wage rate: Hourly rate = 130% of Regular Hourly Rate = P50.5 x 1.3 = P65.65 per hour Computation of overtime rate: Overtime rate = Hourly rate + 30% of Hourly rate = P65.65 + (30% of P65.65) = P65.65 + P19.695 = P85.345 per hour
As a general rule, overtime work means each hour of work in excess of eight (8) hours in a day or in excess of forty (40) hours in an Norman magan
administrative work week that is officially ordered and approved by management and is performed by an employee. It is work that is not part of an employee's regularly scheduled administrative work week and for which an employee may be compensated. Employees who are nonexempt under the Fair Labor Standards Act (FLSA) who are suffered and permitted to work overtime are entitled to overtime compensation.
Art. 85. 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. Art. 85. Mandates that it is the duty of every employer to give at least one (1) hour regular meal break of his employees. The employees can use this period to have their lunch and to take a rest so they may be more efficient in doing their respective jobs. A 60-minute meal period is considered as a time-off or non- compensable time.
ARTICLE 90. Computation of additional compensation. – For purposes of computing overtime and other additional remuneration as required by this Chapter, the “regular wage” of an employee shall include the cash wage only, without deduction on account of facilities provided by the employer. There are some samples of how to compute additional compensation; How to compute overtime pay ? Justice and equality must be served in the workplace. That is why our Labor Code has fixed the maximum hours and days of work, which is equivalent to a maximum of eight (8) hours a day, for six consecutive work days. Furthermore, the Labor Code also requires employers to pay certain employees an additional compensation equivalent to their regular wage plus at least twenty-five (25%) of their works beyond eight hours. That rate is increased to thirty percent (30%) if the worker renders overtime on a holiday or rest day. (Article 87, LCP). This additional compensation for work performed beyond eight hours a day is what we called Overtime Pay. The following are the applicable laws and guidelines on the computation of Overtime Pay in the Philippines. Computation of wages The Department of Labor and Employment (DOLE) has set out the following rules in computing overtime pay, pay for work done on holidays, premium on nightshift and 13th month pay: Computing Overtime: On Ordinary Days Plus 25% of the hourly rate multiplied by the number of hours. On a rest day, special day or regular holiday Plus 30% of the hourly rate on said days multiplied by the number of hours. Sample computation of Overtime Pay per Hour Let us assume a regular daily wage rate of Php 404.00, what is the overtime rate per hour? On Ordinary days: First, let’s compute for the hourly wage rate as follows: Regular hourly rate = Daily wage rate / 8 hours = P404/8 = P50.5 per hour Then, let’s compute for the overtime rate per hour as follows: Overtime rate = hourly rate + 25% of hourly rate = P50.5 + (.25 x 50.5) =P50.5 + 12.65 =P63.125 per hour On a rest day and special day Computation of hourly wage rate: Hourly rate = 130% of Regular Hourly Rate = P50.5 x 1.3 = P65.65 per hour Computation of overtime rate: Overtime rate = Hourly rate + 30% of Hourly rate = P65.65 + (30% of P65.65) = P65.65 + P19.695 = P85.345 per hour
join namuuu.......
ReplyDeletepresent naku sa klase
ReplyDelete:)
ahehhe
ReplyDeletehi..:-0
ReplyDeleteMAESTRADO, CHRISTINE PEARL
ReplyDeleteARTICLE 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.
As used herein, “managerial employees” refer to those whose primary duty consists of the management of the establishment in which they are employed or of a department or subdivision thereof, and to other officers or members of the managerial staff.
“Field personnel” shall refer to non-agricultural employees who regularly perform their duties away from the principal place of business or branch office of the employer and whose actual hours of work in the field cannot be determined with reasonable certainty.
-------------------
This article emphasizes that the provisions of Chapter 1 of Title 1- Working Conditions and Rest Periods shall apply to all employees of any establishment. However, there are exemptions that needs to be considered. These employees are: 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. Say, managerial employees, these are the ones may not be working 8hours always in the office premises. They might be out for some important meetings, and that still is considered working during office hours.
CHARLF ANTONY ACIDO
ReplyDeleteARTICLE 86. Night shift differential. - Every employee shall be paid a night shift differential of not less than ten percent (10%) of his regular wage for each hour of work performed between ten o’clock in the evening and six o’clock in the morning.
---------------
This explains that all employees, who are performing their job in a night shift or commonly known as the graveyard shift are entitled to receive Ten (10) percent more than of their regular daily wage.
RANA, JO ALIXES E.
ReplyDeleteARTICLE 87.
OVERTIME WORK - work performed beyond eight (8) hours a day
This article gives employees the advantage to be compensated if they have performed work beyond the normal hours of work (8 hours).
Employees will be paid for the overtime work an additional compensation equivalent to his regular wage plus at least 25% thereof.
ARTICLE 90. Computation of additional compensation. – For purposes of computing overtime and other additional remuneration as required by this Chapter, the “regular wage” of an employee shall include the cash wage only, without deduction on account of facilities provided by the employer.
ReplyDeleteThere are some samples of how to compute additional compensation;
How to compute overtime pay ? Justice and equality must be served in the workplace. That is why our Labor Code has fixed the maximum hours and days of work, which is equivalent to a maximum of eight (8) hours a day, for six consecutive work days. Furthermore, the Labor Code also requires employers to pay certain employees an additional compensation equivalent to their regular wage plus at least twenty-five (25%) of their works beyond eight hours. That rate is increased to thirty percent (30%) if the worker renders overtime on a holiday or rest day. (Article 87, LCP). This additional compensation for work performed beyond eight hours a day is what we called Overtime Pay. The following are the applicable laws and guidelines on the computation of Overtime Pay in the Philippines.
Computation of wages
The Department of Labor and Employment (DOLE) has set out the following rules in computing overtime pay, pay for work done on holidays, premium on nightshift and 13th month pay:
Computing Overtime:
On Ordinary Days
Plus 25% of the hourly rate multiplied by the number of hours.
On a rest day, special day or regular holiday
Plus 30% of the hourly rate on said days multiplied by the number of hours.
Sample computation of Overtime Pay per Hour
Let us assume a regular daily wage rate of Php 404.00, what is the overtime rate per hour?
On Ordinary days:
First, let’s compute for the hourly wage rate as follows:
Regular hourly rate = Daily wage rate / 8 hours
= P404/8
= P50.5 per hour
Then, let’s compute for the overtime rate per hour as follows:
Overtime rate = hourly rate + 25% of hourly rate
= P50.5 + (.25 x 50.5)
=P50.5 + 12.65
=P63.125 per hour
On a rest day and special day
Computation of hourly wage rate:
Hourly rate = 130% of Regular Hourly Rate
= P50.5 x 1.3
= P65.65 per hour
Computation of overtime rate:
Overtime rate = Hourly rate + 30% of Hourly rate
= P65.65 + (30% of P65.65)
= P65.65 + P19.695
= P85.345 per hour
As a general rule, overtime work means each hour of work in excess of eight (8) hours in a day or in excess of forty (40) hours in an Norman magan
ReplyDeleteadministrative work week that is officially ordered and approved by management and is performed by an employee. It is work that is not part of an employee's regularly scheduled administrative work week and for which an employee may be compensated. Employees who are nonexempt under the Fair Labor Standards Act (FLSA) who are suffered and permitted to work overtime are entitled to overtime compensation.
Ma. Loida H. Bacasnot
ReplyDeleteArt. 85. 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.
Art. 85. Mandates that it is the duty of every employer to give at least one (1) hour regular meal break of his employees. The employees can use this period to have their lunch and
to take a rest so they may be more efficient in doing their respective jobs. A 60-minute meal period is
considered as a time-off or non- compensable time.
Dina katrina Janioso
ReplyDeleteARTICLE 90. Computation of additional compensation. – For purposes of computing overtime and other additional remuneration as required by this Chapter, the “regular wage” of an employee shall include the cash wage only, without deduction on account of facilities provided by the employer.
There are some samples of how to compute additional compensation;
How to compute overtime pay ? Justice and equality must be served in the workplace. That is why our Labor Code has fixed the maximum hours and days of work, which is equivalent to a maximum of eight (8) hours a day, for six consecutive work days. Furthermore, the Labor Code also requires employers to pay certain employees an additional compensation equivalent to their regular wage plus at least twenty-five (25%) of their works beyond eight hours. That rate is increased to thirty percent (30%) if the worker renders overtime on a holiday or rest day. (Article 87, LCP). This additional compensation for work performed beyond eight hours a day is what we called Overtime Pay. The following are the applicable laws and guidelines on the computation of Overtime Pay in the Philippines.
Computation of wages
The Department of Labor and Employment (DOLE) has set out the following rules in computing overtime pay, pay for work done on holidays, premium on nightshift and 13th month pay:
Computing Overtime:
On Ordinary Days
Plus 25% of the hourly rate multiplied by the number of hours.
On a rest day, special day or regular holiday
Plus 30% of the hourly rate on said days multiplied by the number of hours.
Sample computation of Overtime Pay per Hour
Let us assume a regular daily wage rate of Php 404.00, what is the overtime rate per hour?
On Ordinary days:
First, let’s compute for the hourly wage rate as follows:
Regular hourly rate = Daily wage rate / 8 hours
= P404/8
= P50.5 per hour
Then, let’s compute for the overtime rate per hour as follows:
Overtime rate = hourly rate + 25% of hourly rate
= P50.5 + (.25 x 50.5)
=P50.5 + 12.65
=P63.125 per hour
On a rest day and special day
Computation of hourly wage rate:
Hourly rate = 130% of Regular Hourly Rate
= P50.5 x 1.3
= P65.65 per hour
Computation of overtime rate:
Overtime rate = Hourly rate + 30% of Hourly rate
= P65.65 + (30% of P65.65)
= P65.65 + P19.695
= P85.345 per hour