Labor Law Multiple Choice Questions PDF

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LABOR LAW1LABOR LAW2LABOR LAWiLABOR LAW Money claims cognizable by the LABOR STANDARDS TABLE OF CONTENTS I. GENERAL PROVISIONS A. Basic Policy on Labor................................. B. Construction in Favor of Labor relating to Labor Law C. Constitutional and Civil Code Provisions 1987 Constituti...

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LABOR LAW

TABLE OF CONTENTS LABOR STANDARDS ...................................... 1 I.

GENERAL PROVISIONS .................... 2 Basic Policy on Labor................................. 2

A. B.

2.

New Civil Code ...................................... 7

3. Termination of Contract of Migrant Worker Without Just Cause .............................. 16 Ban on Direct Hiring ........................... 17

5. Regulations of Recruitment and Placement Activities ........................................... 17

2.

Maternity Leave .................................... 54 Paternity Leave ...................................... 55

4.

Solo Parent Leave ................................. 56

Special Groups of Employees ................. 59 1.

Women ................................................... 59

2.

Minors .................................................... 62

3.

Kasambahay ........................................... 64

4.

Homeworkers ........................................ 67

5.

Night Workers.......................................67

6.

Apprentices and Learners ................... 69

7.

Persons with Disabilities ..................... 72 SOCIAL WELFARE LEGISLATION 76 SSS Law [RA 8282] ................................... 76

A.

7. Regulatory and Visitorial Powers of the DOLE Secretary ................................................. 19 Prohibited Activities ............................ 19 Employment of Non-Resident Aliens... 20

1.

Coverage and Exclusions .................... 76

2.

Dependents and Beneficiaries ............ 76

3.

Benefits ................................................... 77

B.

Coverage ................................................ 20

GSIS [RA 8291] ......................................... 79 1.

Coverage and Exclusions .................... 79

2.

Conditions for Grant of Permit......... 21

3.

Validity of AEP and Renewal ............ 22

2.

Dependents and Beneficiaries ............ 79

4.

Denial of Application .......................... 22

3.

Benefits ................................................... 79

5.

Revocation; Cancellation .................... 23

III. A.

B.

Service Incentive Leave Pay................ 54

3.

IV.

6. Suspension or Cancellation of License or Authority ......................................................... 19

1.

Non-Diminution of Benefits .............. 53 Leaves .......................................................... 54

D.

2. Liability of Local Recruitment Agency and Foreign Employer ....................................... 14

B.

Wage Distortion; Concept .................. 51

5. Leave benefits for women workers under RA 9710 and RA 9262 ............................ 56

1. Illegal recruitment and other prohibited activities .................................................................. 9

8.

Prohibitions Regarding Wages ........... 49

3.

1.

II. PRE-EMPLOYMENT .......................... 8 A. Recruitment and Placement of Local and Migrant Workers ........................................................ 8

4.

2. 4.

Construction in Favor of Labor ............... 3

1987 Constitution................................... 4

Payment of Wages ................................ 47

C.

C. Constitutional and Civil Code Provisions relating to Labor Law................................................ 4 1.

1.

C.

LABOR STANDARDS .................... 24 Conditions of Employment .................... 24

Disability and death benefits ................... 84 1.

Labor Code ............................................ 84

2.

1.

Coverage [Art. 82] ................................ 24

POEA-Standard Employment Contract 88

2.

Hours of Work ..................................... 27

LABOR RELATIONS .....................................91

3.

Weekly Rest Periods ............................ 36

V.

4.

Holidays ................................................. 38

5.

Service incentive leaves ....................... 42

6.

Service Charges..................................... 43

7.

13TH Month Pay ................................... 43

LABOR RELATIONS......................... 92 Right to Self-Organization ....................... 92

A. 1.

Coverage................................................. 93

2. Ineligibility of Managerial Employees; Rights of Supervisory Employees .................... 94 3. Effect of Inclusion as Employees Outside the Bargaining Unit ............................. 96

Wages .......................................................... 46 i

LABOR LAW

4.

Non – Abridgement ............................ 96

3.

5.

Rights and Conditions of Membership 97

4.

Damages and Attorney’s Fees .......... 185

5.

Separation Pay ..................................... 185

B.

Bargaining Unit ....................................... 103

C.

Bargaining Representative ..................... 105 1.

Qualification of Voters...................... 105

2.

Determination of Representation Status 106

3.

Procedure after Filing Petition ......... 112

4.

Bars to a Certificate Election ........... 118

D.

F. Money claims arising from employeremployee ..................................................................187 1. Money claims cognizable by the Labor Arbiter 187 2. Money claims cognizable by the Secretary of Labor or its duly authorized representative ..................................................... 187 3. Money claims cognizable by the Regional Director .............................................. 188

Rights of a Labor Organization ............ 121 1. 2.

E.

Check off, Assessment, Agency Fees 121

G.

Collective Bargaining ......................... 122 Unfair Labor Practice (ULP)................. 131

1.

Nature, Aspect .................................... 131

2.

ULP by Employers ............................ 131

3.

ULP of Labor Organizations ........... 137

F.

Backwages ............................................ 183

Retirement ................................................189 1.

Eligibility .............................................. 189

2.

Amount of Retirement Pay ............... 189

3. Retirement Benefits of Workers Who are Paid By Results ...........................................190 4. Retirement Benefit of Part-Time Workers .............................................................. 190 5.

Peaceful Concerted Activities ............... 138 1.

Strike ..................................................... 139

2.

Picketing .............................................. 146

A.

MANAGEMENT PREROGATIVE 192 Discipline .................................................. 194

3.

Lockouts .............................................. 147

B.

Transfer of Employees ........................... 194

VI. a.

VII.

Non-Taxable ........................................ 191

POST-EMPLOYMENT ................. 149 Employer-Employee Relationship ....... 149

C.

Productivity Standard ............................. 195

D.

Bonus......................................................... 195

E.

Change of Working Hours .................... 195

Kinds of Employment ...................... 151

F.

Bonafide Occupational Qualifications .195

3. Legitimate subcontracting v. LaborOnly Contracting .............................................. 160

G.

Post-Employment Restrictions ............. 196

VIII. A.

Jurisdiction and Remedies ............. 197 Labor Arbiter ........................................... 197

1. Tests to Determine EmployerEmployee (ER-EE) Relationship .................. 149 2.

B.

Termination by Employer ..................... 164 1.

Just Causes........................................... 166

1.

Jurisdiction ........................................... 197

2.

Authorized Causes ............................. 172

2.

Versus Regional Director [Art. 129] 197

3.

Due Process ........................................ 176

3. Requirements to Perfect Appeal to NLRC 198

C.

Termination of Employment by Employee 179 1.

4.

Reinstatement Pending Appeal ........ 198

B. National Labor Relations Commission (NLRC) .................................................................... 199

Resignation vs. Constructive Dismissal 179

D.

Preventive Suspension ........................... 181

1.

Jurisdiction/Powers ........................... 199

E.

Reliefs for Illegal Dismissal ................... 182

2.

Remedies .............................................. 199

1. 2.

C.

Reinstatement ..................................... 182 Options given to employers: ............ 182

ii

Judicial Review of Labor Rulings..........202 1.

Court of Appeals ................................ 202

2.

Supreme Court .................................... 202

LABOR LAW

D.

Bureau of Labor Relations (BLR) ........ 203 1.

Jurisdiction .......................................... 203

2.

Appeals ................................................ 204

3.

Administrative Functions of the BLR 204

E. National Conciliation and Mediation Board (NCMB) ...................................................... 205 1.

Jurisdiction of the NCMB ................ 205

2.

Conciliation v. Meditation ................ 206

3.

Preventive Mediation......................... 206

F.

DOLE Regional Directors .................... 207 1. 2.

G.

Jurisdiction .......................................... 207 Recovery/Adjudicatory Power ........ 207 DOLE Secretary ...................................... 208

1.

Visitorial and Enforcement Powers 208

2. Power to Suspend/Effects of Termination ....................................................... 209 3.

Assumption of jurisdiction ............... 209

4.

Appellate Jurisdiction ........................ 213

5.

Voluntary Arbitration Powers.......... 213

6.

Remedies.............................................. 215

H.

Grievance Machinery ............................. 215

I.

Voluntary Arbitrator ............................... 216 1.

Jurisdiction .......................................... 216

2.

Procedure ............................................ 217

3. J.

Remedies.............................................. 218 Prescription of Action ............................ 219

1.

Compensation ..................................... 219

2.

Money Claims ..................................... 219

3.

Illegal Dismissal.................................. 219

4.

Unfair Labor Practice ........................ 219

5. Offenses Penalized by the Labor Code and IRR Issued Pursuant Thereto ................. 220

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LABOR STANDARDS

LABOR LAW

LABOR STANDARDS LABOR LAW

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U.P. LAW BOC

LABOR STANDARDS

I. GENERAL PROVISIONS A. Basic Policy on Labor Art. 4, Labor Code. Declaration of Basic Policy – The State shall afford protection to labor, promote full employment, ensure equal work opportunities regardless of sex, race or creed and regulate the relations between workers and employers. The State shall assure the rights of workers to self-organization, collective bargaining, security of tenure, and just and humane conditions of work. Note: Art. 4 of the Labor Code must be read in relation to the 1987 Constitution since this is still based on the 1973 Constitution.

Sec. 3, Art. XIII The State shall afford full protection to labor, local and overseas, organized and unorganized, and promote full employment and equality of employment opportunities for all. It shall guarantee the rights of all workers to selforganization, collective bargaining and negotiations, and peaceful concerted activities, including the right to strike in accordance with law. They shall be entitled to security of tenure, humane conditions of work, and a living wage. They shall also participate in policy and decision-making processes affecting their rights and benefits as may be provided by law.

LABOR LAW

a. Promote employment of individuals on the basis of their abilities, knowledge, skills and qualifications rather than their age. b. Prohibit arbitrary age limitations in employment. c. Promote the right of all employees and workers, regardless of age, to be treated equally in terms of compensation, benefits, promotion, training and other employment opportunities. Labor as Protected Class; Presumption of Inherent Inequality The presumption is that the employer and the employee are on unequal footing, so the State has the responsibility to protect the employee. This presumption, however, must be taken on a case-tocase basis. In situations where special qualifications are required for employment, such as a Master's degree, prospective employees are at a better position to bargain with the employer. Employees with special qualifications would be on equal footing with their employers, and thus, would need a lesser degree of protection from the State than an ordinary rank-andfile worker. [Perfecto Pascua v. Bank Wise Inc., G.R. No. 191460 & 191464 (2018)]. Police Power and State Protection Police power allows the State to regulate the grant of right of security of tenure to safeguard the general welfare of the public. Consequently, persons who desire to engage in the learned professions requiring scientific or technical knowledge may be re-quired to take an examination as a prerequisite to engaging in their chosen careers. [St. Luke’s Medical Center Employee’s Foundation-AFW v. NLRC (2007)].

The State shall promote the principle of shared responsibility between workers and employers and the preferential use of voluntary modes in settling disputes, including conciliation, and shall enforce their mutual compliance therewith to foster industrial peace. The State shall regulate the relations between workers and employers, recognizing the right of labor to its just share in the fruits of production and the right of enterprises to reasonable returns to investments, and to expansion and growth.

Sec. 2, R.A. No. 10911. Declaration of Policies – The State shall promote equal opportunities in employment for everyone. To this end, it shall be the policy of the State to:

Page 2 of 220

U.P. LAW BOC

LABOR STANDARDS

B. Construction in Favor of Labor Art. 4, Labor Code. Construction in favor of labor –All doubts in the implementation and interpretation of the provisions of this Code, including its implementing rules and regulations, shall be resolved in favor of labor.

Art. 1702, Civil Code. In case of doubt, all legislation and all labor contracts shall be construed in favor of the safety and decent living for the laborer. In general When there is doubt between the evidence submitted by the employer and that submitted by the employee, the scales of justice must be tilted in favor of the employee. This is consistent with the rule that an employer’s cause could only succeed on the strength of its own evidence and not on the weakness of the employee’s evidence. [Misamis Oriental II Electric Service Cooperative v. Virgilio Cagalawan, G.R. No. 175170 (2012)] Liberal Construction

Of the laws Art. 4 of the Labor Code mandates that all doubts in the implementation and interpretation of the provisions thereof shall be resolved in favor of labor. This is merely in keeping with the spirit of our Constitution and laws which lean over backwards in favor of the working class, and mandate that every doubt must be resolved in their favor.” [Hocheng Philippines Corporation v. Farrales, G.R. No. 211497 (2015)]

LABOR LAW

Employees Labor Union-FFW v. Cirtek Electronics, G.R. No. 190515 (2010)] Fair treatment The right of an employer to dismiss an employee differs from and should not be confused with the manner in which such right is exercised. It must not be oppressive and abusive since it affects one's person and property. [FASAP v. PAL, G.R. No. 178083 (2008)] Mutual obligation The employer's obligation to give his workers just compensation and treatment carries with it the corollary right to expect from the workers adequate work, diligence and good conduct. [Judy Philippines, Inc. v NLRC, G.R. No. 111934 (1998)] Compliance with law It is also important to emphasize that the return-towork order not so much confers a right as it imposes a duty; and while as a right it may be waived, it must be discharged as a duty even against the worker's will. [Sarmiento v. Tuico, G.R. No. 75271 (1988)] Employee's compliance and obedience to employer's orders The lack of a written or formal designation should not be an excuse to disclaim any responsibility for any damage suffered by the employer due to his negligence. The measure of the responsibility of an employee is that if he performed his assigned task efficiently and according to the usual standards, then he may not be held personally liable for any damage arising therefrom. Failing in this, the employee must suffer the consequences of his negligence if not lack of due care in the performance of his duties. [PCIB v. Jacinto, G.R. No. 92742 (1991)]

Of labor contracts While the terms and conditions of a CBA constitute the law between the parties, it is not however, an ordinary contract to which is applied the principles of law governing ordinary contracts. A CBA, as a labor contract within the contemplation of Art. 1700 o...