Question & AnswerQ&A (PRESIDENTIAL DECREE NO. 570-A)
All rights and benefits granted to workers under the Labor Code apply alike to all workers, whether agricultural or non-agricultural, unless otherwise provided in the Code.
The State aims to promote and maintain full employment through improved manpower training, allocation, utilization, protect citizens working locally or overseas, facilitate free choice of employment, regulate movement of workers and employment of aliens, phase out private fee-charging employment agencies, and ensure careful selection of Filipino workers for overseas employment.
The Department of Labor shall phase out all private fee-charging employment agencies within four years from the Code's effectivity. No new licenses shall be issued, and existing licenses are valid only until expiration. Public employment offices will absorb their functions, and after phaseout, no person or entity may engage in recruitment or placement for profit.
The Board is chaired by the Secretary of Labor and includes representatives from Education, Foreign Affairs, Central Bank, and National Manpower and Youth Council. It is assisted by a Secretariat led by an Executive Director appointed by the President, responsible for manpower administration and overseas employment activities.
They must register with the Overseas Employment Development Board before filing an application with the embassy of the country of destination, providing personal and employment information.
Travel agencies and sales agencies of airline companies are prohibited from recruiting and placing workers for overseas employment, whether for profit or not.
Licensed persons found guilty face imprisonment of 2 to 5 years or fines from P2,000 to P30,000 or both; unlicensed persons face 4 years imprisonment or fines up to P35,000 or both. Corporate officers may be penalized and alien offenders deported. Conviction leads to forfeiture of bond and automatic revocation of licenses.
Normal work hours shall not exceed eight hours per day. Health personnel in specified establishments have defined working hours with provisions for additional compensation if required to work beyond.
Deductions are allowed only for employer-authorized insurance premiums, union dues with recognized check-off, or when authorized by law or Department of Labor regulations.
The Commission has exclusive appellate jurisdiction over Labor Arbiter and compulsory arbitrator decisions and original jurisdiction over unfair labor practices, unresolved collective bargaining issues, money claims, labor standards violations, household service cases, and other employer-employee relation matters.
All persons employed in enterprises operating for profit have the right to self-organization and to form, join, or assist labor organizations for collective bargaining. Religious, charitable, medical, or educational non-profit institutions are exempt unless they have existing collective bargaining agreements or recognized labor organizations at the Code's effectivity.
Employers are jointly and severally liable with contractors/subcontractors for the payment of workers' wages to the extent of work performed. 'Labor-only' contracting is prohibited; if present, the intermediary is deemed an agent of the employer responsible for workers' rights.
Labor organizations and officers must inform members of their constitution, collective bargaining agreements, prevailing labor relations, rights, and obligations. Violations can lead to union registration cancellation or officer expulsion, and members may report violations to the Bureau of Labor Relations for penalties.
A labor organization is any union or association of employees existing partly or wholly for collective bargaining or dealing with employers on terms and conditions of employment.
Every worker shall be paid their regular daily wage on regular holidays, except in small retail/service establishments employing less than 10 workers. Employers may require work on holidays but must pay double the regular rate for such work.