(1) Reductions are made to avoid losses not only of de minimis, but which are significant, serious, real and real or, if only intended, are reasonably imminent, as the employer objectively and in good faith believes; ” Good morning. I would just like to ask if it is legal to add allowances to workers instead of their monthly salary (for example.B.) P5000.00? The employees were ready to take on the alternative work mission: wfh or flexi-days as a solution to the company`s financial difficulty. We will take over the factory in June, the employees work 6 days a week, 6 hours a day. We have terminated the trial contracts due to poor performance and plan to put some employees on force leave by July. The help is not enough to compensate for their 6 days of work and support their family. It is therefore preferable for companies to clearly define flexible working conditions and guarantees for workers and employers, in order to avoid abuse at a time when the parties must cooperate to obtain the best response to the situation. The employer may consider putting the worker on forced leave, with or without pay, .B. In the absence of an agreement, the parties must rely on what is required by law. If “floating status” does not mean dismissal or “off-detailing” or putting an employee on floating status does not mean dismissal as long as it does not last more than six (6) months.
After six months, the worker should be recalled for a job without loss of seniority or for a new job; Otherwise, it is considered terminated. Full-time month per year of naman service, whether pinalitan ka ng machine, or they cut your position, or they can`t put you back to your previous position and it`s not your employer`s fault. Again, here is the NLRC table: Despite an agreement from the WFH, it is the employer`s responsibility to protect the use of the WFH employee`s data. DOLE-BWC is aware that confidential information provided by the employer may be compromised under a WFH agreement. Some employees may work in a café, on the beach or in their home, which does not have the sufficient security protocols that an office has. To remove legal staff, it should be kept in mind that the DOLE Advisory does not provide any other information. As part of the board, “appropriate assistance” should relate to any assistance workers need to be able to provide the services the employer expects from workers at home. This may relate to access to appropriate devices or connectivity. It also depends on the services the employee must perform at home. Please refer to DOLE Laboratory Advisory No. 9, Series of 2020 on www.dole.gov.ph/wp-content/uploads/2020/03/Labor-Advisory-No.-09-20-Guidelines-on-the-Implementation-of-Flexible-Work-Arrangements-as-Remedial-Measure-due-to-the-Ongoing-Outbreak-of-Coronavirus-Disease-2019-COVID-19.pdf.