Question & AnswerQ&A (DOLE DEPARTMENT ADVISORY NO. 2, S. 2009)
The main purpose is to assist and guide employers and employees in implementing flexible work arrangements as coping mechanisms and remedial measures during economic difficulties and national emergencies, as a better alternative to termination or closure.
It is anchored on a voluntary basis and requires conditions mutually acceptable to both the employer and the employees.
Flexible Work Arrangements refer to alternative arrangements or schedules other than the traditional or standard work hours, workdays, and workweek, designed to address adverse business conditions temporarily.
1. Compressed Workweek; 2. Reduction of Workdays; 3. Rotation of Workers; also include Forced Leave, Broken-time schedule, and Flexi-holidays schedule.
A Compressed Workweek reduces the normal workweek to less than six days but maintains the total weekly work hours at 48, with daily hours increased to more than eight but not exceeding twelve hours without overtime premium.
The Reduction of Workdays should not last for more than six months.
Differences are treated as grievances handled first through the company's grievance mechanism; if unavailable or inadequate, they are referred to the Regional Office for conciliation.
The employer must notify the Department of Labor and Employment through the Regional Office with jurisdiction over the workplace, using the specified Report Form.
No, their effectivity and implementation are temporary in nature.
Employers must keep and maintain documentary proof that the flexible work arrangement was voluntarily adopted.
They are beneficial as they reduce business costs, help save jobs, and maintain competitiveness and productivity during economic or national emergencies.
It involves employees being rotated or alternately provided work within the workweek to manage labor distribution.
Yes, under the Flexi-holidays schedule, employees may avail holidays on other agreed days provided there is no reduction of benefits.