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Employment bond

“Employment bond” – refers to a contractual stipulation requiring an employee to stay employed with the employer for a certain length of time, and it often comes with a penalty if the employment duration is not complied with.

Tests on employer-employee relationship

1. Concept The tests on employer-employee relationship are designed to address the issue on whether there is an employer-employee relationship between a complainant alleging that


Discrimination against women is prohibited. 1. Concepts “Women” – as contemplated by current labor law refers to workers who are anatomically or biologically classified as


Minors – refer to individuals who are below legal age. 1. Concepts “Child” or “Children” refers to person below eighteen (18) years of age or


Industrial workers are those who perform work in or about a home. 1. Concepts “Employer of homeworkers” – includes any person, natural or artificial who,

Night workers

Night worker means any employed person whose work requires performance of a substantial number of hours of night work which exceeds a specified limit. This


Learners are workers hired as trainees in semi-skilled and other industrial occupations which are non-apprenticeable and which may be learned through practical training on the


Apprentices are workers covered by an apprenticeship agreement involving an apprenticeable occupation which requires more than three (3) months of practical training on the job

FAQ: Independent Contractor – Individuals

Answers to frequently asked questions on individuals as independent contractors in the Philippines. 1. Are individuals who are independent contractors considered as employees? No, individuals

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Bona fide suspension of operation or undertaking

1. Concept “Bona fide suspension of operation or undertaking” – refers to the temporary suspension or cessation of business operations or undertaking for a period not exceeding six (6) months. a. Legal basis

Substantial Evidence Rule

Whether for just or authorized cause – including DOLE’s other cause, the employer should note and comply with the substantial evidence rule required by Labor Law. In dismissal, the burden of proof is

Cases: Gross and Habitual Neglect

1. Absenteeism and tardiness The employee’s absenteeism and tardiness has serious adverse effects on the business of the employer. Accordingly, when such amounts to gross and habitual neglect of duty, absenteeism and tardiness