Workplace Rights and Responsiblities

WORKPLACE RIGHTS AND RESPONSIBLITIES
OBJECTIVE:
• AT THE END OF THE LESSON, LEARNERS ARE
EXPECTED TO:
• To develop learner’s awareness of employment rights
and responsibilities
Employee Rights and Responsibilities
• RIGHTS
 which belongs to a person by law, nature or tradition
 RESPONSIBILITIES
 Obligations to perform certain tasks and duties
 STATUTORY RIGHTS
 Equal employment opportunity
 Collective bargaining
 Workplace safety
EMPLOYER’S RIGHT AND
RERSPONSIBLITIES
• To expect employees co-operation on Health and Safety matters
• To expect work to be carried out to required standard
• To expect punctuality
• To expect regular attendance
• To expect appropriate behavior in the workplace
• To provide appropriate training
• To provide protective clothing/ equipment and training on how to
use it.
• To ensure equal opportunities
• To provide employee facilities ( ex rest area)
• To pay at least minimum wage and to provide a written play slip.
Employee’s Right and Responsibilities
• To work in a safe environment
• To receive training appropriate to the job role
• To be provided with protective clothing if necessary
• To receive minimum wage
• To co-operate on Health and Safety issues
• To inform employer if unable to come to work
• To take reasonable care of own safety and that others.
• To come to work on time
THE WORKERS BASIC RIGHTS
The State shall protect labour, promote full employment, provide equal work opportunity
regardless of gender, race, or faith and regulate employee-employer relations.
Male and female employees are entitled to equal compensation for work of equal value and
to equal access to promotion and training opportunities.
Discrimination against female employees is unlawful. It is also unlawful for an employer to
require a condition of employment that a woman employee shall not get married, or to
instruct specifically that a woman employee shall be deemed dismissed upon marriage.
THE WORKERS BASIC RIGHTS
• The minimum age of employment is 18 years
for hazardous jobs, and 15 years for non-
hazardous jobs. But a child below 15 maybe
employed by parents or guardians in a non-
hazardous job if the employment does not
interfere with the child’s schooling.
SECURITY OF TENURE
Every employee shall be assured security of tenure. No employee can be
dismissed from work except for a just or authorized cause, and only after due
process.
Just CAUSE refers to any wrong doing committed by an employee including :
1. serious misconduct
2. Wilful disobedience of employer’s lawful orders connected with work
3. Gross and habitual breach of trust
4. Commission of crime or offense against the employers, employer’s family member/s or
representative
5. Other similar cases
Authorized CAUSE refers to an economic circumstance not
due to the employee’s fault including:
1. The introduction of labor –saving devices
2. Dismissal
3. Cost-cutting to prevent losses
4. Closure of business
DUE PROCESS IN CASES OF JUST CAUSES INVOLVES:
5. Notice to employee of intent to dismiss and grounds for dismissal
6. Opportunity for employee to explain his or her side
7. Notice of decision to dismiss
• In authorized causes, due process means
written notice of dismissal to the
employee specifying the grounds, at least
30 days before the date of termination.
• the inability of a probationary employee
to meet the employer’s prescribed
standards of performance made known to
him or her at the time of hiring is also a
just cause for dismissal.
WORKDAYS AND WORK HOURS
• Workday refers to any day during which an employee is regularly
required to work
• Hours of work refer to all the time an employee renders actual work or
is required to be on duty or to be at prescribed workplace.
• The normal hours of work in a day is 8 hours. This includes breaks or
rest period or less than one hour, but excepts meal periods, which shall
not be less than one hour.
• An employee must be paid or her wages for all hours worked. If all or
any part of his or her regular work hours falls between 10:00pm to
6:00 am a covered employee shall be entitled to a night shift pay in
addition to his or her pay for regular work hours. If he or she works for
more than 8 hours in one day, he or she shall entitled to overtime pay.
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.
WAGE AND WAGE –RELATED BENEFITS
Wage is the amount paid to an employee in exchange for
a task, piece of work, or service rendered to an employer.
This includes overtime, night differential, rest day, holiday
and 13th month pay.
Wage may be fixed for a given period as when computed
hourly, daily or monthly.
An employer cannot make any deduction from an
employee’s wage except for insurance premiums with the
consent of the employee, for tax, SSS, PAG-IBIG,
PHILHEALTH, other deductions expressly authorized by
law.
Payment of Wages
• Wages shall be paid in cash, legal tender
at or near the place of work
• ATM
• Wages shall be given not lees than once
every two weeks or twice within a
month at intervals not exceeding 16
days.
SAFE WORKING CONDITIONS
• Employers must provide workers with
every kind of on-the-job protections
against injury, sickness or death through
safe and healthful working conditions.
• The provisions of the OSH standards
( Occupational Safety and Health
Standard)
RIGHT TO SELF-ORAGANIZATION AND COLLECTIVE
BARGAINING
• The right to self-organization is the right of
every worker, free of any interference from the
employer or from government, to form or join
any legitimate worker’s organization,
association or union of his or her own choice.
• To form, join or assist unions, organizations or
associations or associations for purposes of
collective bargaining and negotiation and for
mutual aid and protection
RIGHT TO SELF-ORAGANIZATION
Examples are:
• Union
• Workers association
• Coop
Collective Bargaining Agreement(CBA)
• Is the process that the labor unions and
employers use to reach agreement about
terms and conditions of employment.
• It is a process where the parties agree to
fix

and administer terms and conditions of
employment which must not be below the
minimum standards fixed by law, and set a
mechanism for resolving their grievances
Collective Bargaining
Examples are:
• employee wages, hours,
benefits, time off, raises,
promotions, and disciplinary
issues.
Collective Bargaining involves two parties
1. The representative of the employers (HR)

2. A union duly authorized by the majority of the
employees within a bargaining unit called
exclusive bargaining agent.
• It is a process where the parties agree:
1. To fix and administer terms and conditions of
employment which must not be below the
minimum standards fixed by the law.
2. To set a mechanism for solving their complaints.
Employee’s Compensation (EC) Benefits for Work –Related
Contingencies
1. The employee’s Compensation Program is tax-exempt compensation
program fro employees and their dependents created under presidential
degree No. 626 which was implemented in March 1975.
The benefits include:
2. Medical benefits for sickness /injuries
3. Disability benefits
4. Rehabilitation benefits
5. Death and funeral benefits
6. Pension benefits
Activity 3
1. Give 5 examples that employee violates on their responsibilities at work
2. Give 5 examples that employer's violates their responsibilities to their
employee.
3. Give 2 examples of situations that show collective agreements
4. Scenario's:
Decide what you would do in these situations
a) You want to change your working hours so you can go to your part-time
job. What will you do?
b) Your employer want you to change your working time permanently , from
a day shift to a night shift. What will you do?
c) Your employer wants you to work late on one day next week, because
the business is very busy at that time. What will you do?

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WORKPLACE RIGHTS AND RESPONSIBLITIES

1. The representative of the employers (HR)

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