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Browse our 1 legal question about Employer in Philippines and the lawyer answers, or ask your own questions for free.
In the city of Tagbilaran in the Philippines, the legal regulations related to employer-employee relationships are established and protected mainly by the labor code of the Philippines and Department order 174. This body of law focuses on maintaining a balance between the rights and duties of both employers and employees. It covers a variety of areas including contractual agreements, wage and hour laws, safety regulations, fair treatment, non-discrimination and employee benefits.
Legal advice in the field of employer law becomes important in several scenarios such as understanding legal obligations in terms of employee rights, navigating employee disputes or wrongful termination suits, understanding compliance standards for workplace safety or just to get clarification on complex matters like benefits and payroll compliance. If you are an employee, you might need a lawyer to understand your rights or to take legal steps in case of wrongful termination or workplace discrimination. For an employer, legal counsel can help to develop policies, agreements, handle disputes and navigate compliance to prevent potential lawsuits or civil fines.
In Tagbilaran, both national and local laws govern the functioning of employer-employee relationships. Key areas of concern include minimum wage requirements, prohibitions on wage deductions, non-discrimination laws, rules about termination and dismissal, collective bargaining rights, maternity and medical benefits and employee security of tenure. Specifically, Article 279 of the Labor code provides for Security of Tenure, stating employees cannot be dismissed from service without lawful cause or due process.
The major employment laws include the Labor Code of the Philippines, the Social Security Act, and Local Ordinances for fair labor practices.
No, Article 279 of the Labor code provides for Security of Tenure, stating that employees cannot be dismissed from service without just cause and due process.
Employers are obligated to contribute to the social security, health insurance, and housing fund schemes for their employees under the relevant Philippine laws.
Yes, under the Universal Health Care Act, all Filipinos, including employees, are automatically enrolled into the National Health Insurance Program.
Workplace discrimination includes any unfair treatment based on race, color, religion, sex, or origin. It also includes bias in hiring, promotion, job assignment, termination, compensation, retaliation, and various types of harassment.
Wages are regulated at both a national and regional level, with each region having its own minimum wage rate set by the Regional Tripartite Wages and Productivity Board.
Workplace safety is enforced under the Occupational Safety and Health Standards Act. Employers are required to provide safety training, proper equipment and must uphold policies to ensure a safe and healthful workplace.
Employees can file a complaint with the Department of Labor and Employment (DOLE) if they believe their rights have been violated.
The Department of Labor and Employment (DOLE) provides updates on employment laws and regulations. It is advisable to frequently check their website or subscribe to their updates.
No, independent contractors are not considered employees and therefore are not entitled to the benefits that regular employees receive under the law.
For more information, consider checking updates from the Department of Labor and Employment (DOLE), Philippines' Official Gazette, and relevant labor unions. Various labor law books and online resources also provide rich insights into employer practices and law.
If you need legal assistance in employer law, consider consulting a labor arbitration specialist or a lawyer specializing in labor law. Also, make sure to gather all relevant documents such as employment contract, company policies, payslips, etc., that can support your case. Remember, understanding and exercising your legal rights is essential for a fair employer-employee relationship.
