Search results
Results From The WOW.Com Content Network
The Labor Code and other legislated labor laws are implemented primarily by government agencies, namely, Department of Labor and Employment and Philippine Overseas Employment Agency (now the country's Department of Migrant Workers). Non-government entities, such as the trade unions and employers, also play a role in the country's labor.
The Labor Code of the Philippines is the legal code governing employment practices and labor relations in the Philippines. It was enacted through Presidential Decree No. 442 on Labor day , May 1, 1974, by President Ferdinand Marcos in the exercise of his then extant legislative powers .
Labor education, standards and statistics; Organization of the labor market including recruitment, training and placement of workers and exports of human resources; Foreign workers in the Philippines; Promotion and development of workers' organizations; Promotion and development of employment-intensive technology
The NLRC part of the Department of Labor and Employment where its policies and programs [2] are coordinated. The commission dates back to the commonwealth period, when the contract labor law act was passed in the United States Congress on January 23, 1885, it was then implemented in the Philippines on June 6, 1899.
Employment and manpower development inclusive of the promotion of industrial peace and employer-employee cooperation; Labor education; Labor standards and statistics; Organization and development of the labor market including the recruitment, training and placement of manpower
The Senate Committee on Accountability of Public Officers and Investigations of the Senate of the Philippines, or more popularly known as the Blue Ribbon Committee, is the Senate committee tasked to investigate alleged wrongdoings of the government, its officials, and its attached agencies, including government owned and controlled corporations, in aid of legislation, that is, the primary ...
In employment law, constructive dismissal [a] occurs when an employee resigns due to the employer creating a hostile work environment. This often serves as a tactic for employers to avoid payment of statutory severance pay and benefits. In essence, although the employee resigns, the resignation is not truly voluntary but rather a response to ...
Just cause is a common standard in employment law, as a form of job security. When a person is terminated for just cause, it means that they have been terminated for misconduct, or another sufficient reason. [1] A person terminated for just cause is generally not entitled to notice severance, nor unemployment benefits depending on local laws. [2]