President Benigno Aquino vetoed the proposed law increasing the monthly Social Security System (SSS) pension by P2,000. According to President Aquino, the pension increase will result in the bankruptcy of the SSS in the next 11 years. If we ask the millions of retired workers, they will most likely say that the existing pension is not enough for their daily subsistence. One of the sponsors of the propose law, Senator Cynthia Villar, explained the reasons why the monthly SSS pension should be increased by two thousand pesos (PhP2,000) across the board. Here are portions lifted/revised from the sponsorship speech of Senator Villar:
The government has announced, through Proclamation 1105, the official public holidays — regular holidays, special non-working holiadys, and special days — for 2016. To the extent relevant to employers and workers alike, the differences between regular holidays and special non-working holidays are discussed in a separate post, Computation of Holiday Pay. Also, based on experience in the past years, new dates for existing holidays or more holidays are declared in the course of the year, so drop by and check this list because we will definitely update it.
Here’s the full list of 2016 holidays:
The Senate approved the proposed “Expanded Maternity Leave Law of 2015” (Senate Bill No. 2892; see full text), basically providing for additional days for maternity leave. Maternity leave is currently at least sixty (60) days, with pay, for normal delivery, abortion or miscarriage. It’s extended to seventy-eight (78) days in case of caesarian section delivery. The proposed law will still have to go through the usual process until it is signed by the President (or lapsed into law, unless vetoed). Continue reading
SENATE BILL No. 2982
AN ACT INCREASING THE MATERNITY LEAVE PERIOD TO ONE HUNDRED (100) DAYS FOR FEMALE EMPLOYEES IN THE GOVERNMENT SERVICE AND IN THE PRIVATE SECTOR, AND GRANTING AN OPTION TO EXTEND FOR AN ADDITIONAL THIRTY (30) DAYS WITHOUT PAY, AMENDING FOR THE PURPOSE REPUBLIC ACT NO. 1161, AS AMENDED, AND FOR OTHER PURPOSES
(In Substitution of Senate Bill Nos. 288, 2083, 2084, 2661, and 2710)
SECTION 1. Short Title. – This Act shall be known as the “Expanded Maternity Leave Law of 2015.” Continue reading
BY THE PRESIDENT OF THE PHILIPPINES
PROCLAMATION NO. 1105
DECLARING THE REGULAR HOLIDAYS AND SPECIAL (NON-WORKING) DAYS FOR THE YEAR 2016
[This joke reminds me of stories told by clients and fellow HR practitioners. It’s a funny way of illustrating what we’ve been trying to avoid when it comes to the recruitment of employees. If you find this closer to the truth, just remember that jokes, they say, are half meant. Here, share a smile:] Continue reading
Practitioners in the field of labor or Human Resources (HR), as well as managers and executive officers of companies, are aware that an employee may only be dismissed for cause. Disciplinary actions, including dismissal from work, must comply with both substantive and procedural due process. Substantive due process requires a valid cause for the dismissal. For procedural due process, outlined below, an interesting question is this: is there a minimum period that must be given to the employee to answer the show-cause notice? Continue reading
There’s always a number of ways to skin a cat, so to speak. When it comes to increasing the take-home pay of workers and employees, the usual strategy is to increase the amount of basic wage and other benefits. Market forces, as well as the law of supply and demand, cannot be trusted when it comes to minimum wage, the reason why there is an institutional mechanism for mandatory fixing of minimum wage. The oft-cited problem with mandatory wage increase, on the other hand, is the adverse impact on employers, especially the small and medium enterprises, who might not be in the best position to absorb the wage increase. Do not kill the goose the lays the golden egg.
Everyone prepares for holidays. Employers must choose between closing shop during the declared holiday or paying holiday pay (for daily-paid workers, at least) if they require their employees to work during the holiday. Daily-paid workers must factor in the lack of income during the no-work, no-pay holiday while monthly-paid workers, with the holiday pay tacked in their monthly salary, would most probably be more concerned with the task of looking for a place to spend the holiday. Continue reading