QuestionsQuestions (DOLE DEPARTMENT ADVISORY NO. 2, S. 2009)
To assist employers and employees in adopting flexible work arrangements as coping mechanisms during economic difficulties and national emergencies, as a better alternative to outright termination or total closure—beneficial for reducing business costs and saving jobs while maintaining competitiveness and productivity.
It is anchored on a voluntary basis and on conditions mutually acceptable to both the employer and the employees.
Temporary in nature.
Alternative arrangements or schedules other than traditional/standard work hours, workdays, and workweek.
The total number of work-hours of 48 hours per week shall remain.
More than eight (8) hours but not to exceed twelve (12) hours, without corresponding overtime premium.
Department Advisory No. 02, series of 2004, dated 2 December 2004.
Normal workdays per week are reduced, but it should not last for more than six (6) months.
Employees are rotated or alternately provided work within the workweek.
Employees are required to go on leave for several days or weeks utilizing their leave credits, if any.
A work schedule that is not continuous, but the work-hours within the day or week remain.
Employees agree to avail the holidays on other days provided there is no diminution of existing benefits as a result of the arrangement.
The parties to the flexible work schemes (employer and employees) are primarily responsible for administration.
Treated as a grievance under the applicable company grievance mechanism.
The grievance shall be referred to the Regional Office with jurisdiction over the workplace for appropriate conciliation.
Documentary requirements proving that the flexible work arrangement was voluntarily adopted.
The employer must notify the Department through the Regional Office which has jurisdiction over the workplace of the adoption of any of the arrangements, using the Report Form attached to the Advisory.
An ocular visit to validate whether the adoption is in accordance with the issuance.
To cushion and mitigate the effect of loss of income of employees, while maintaining competitiveness and productivity.