Waiting time is considered a compensable working hour:

(a)   Waiting time spent by an employee shall be considered as working time if waiting is an integral part of his work or the employee is required or engaged by the employer to wait.

 

(b)  An employee who is required to remain on call in the employer’s premises or so close thereto that he cannot use the time effectively and gainfully for his own purpose shall be considered as working while on call. An employee who is not required to leave word at his home or with company officials where he may be reached is not working while on call.

(Section 5, Rule 1, Omnibus Rules Implementing the Labor Code)

June 17, 2024 is declared as a regular holiday in the Philippines in observance of Eid’l Adha, pursuant to Presidential Proclamation No. 579, series of 2024.

The Department of Labor and Employment issued Labor Advisory No. 08, series of 2024 providing for the rules on payment of wages on June 17, 2024, a regular holiday.

Article 96 of the Labor Code, as amended by R.A. No. 11360, provides that all service charges collected by hotels, restaurants and similar establishments shall be distributed completely and equally among the covered workers except managerial employees.

The Department of Labor and Employment (DOLE), Civil Service Commission, and Technical Education and Skills Development Authority, in coordination with the DOH, shall develop policies and provide technical guidance to employers, employees associations, and unions to develop programs, initiatives or mechanisms that shall minimize or eliminate stigma and discrimination in the workplace that is experienced by people living with cancer, cancer survivors, and their families. (Section 18, National Integrated Cancer Control Act)

Gross and habitual neglect by the employee of his duties is a just cause for termination of employment. (Article 297, Labor Code)

Habitual tardiness is a serious offense that may very well constitute gross or habitual neglect of duty. (Systems and Plan Integrator and Development Corporation, v. Michelle Elvi C. Ballesteros, G.R. No. 217119, April 25, 2022)

A fixed-term employment has been recognized as a type of employment embodied in a contract specifying that the services of the employee shall be engaged only for a definite period, the termination of which occurs upon the expiration of said period irrespective of the existence of just cause and regardless of the activity the employee is called upon to perform. (Allan Regala vs. Manila Hotel Corporation, G.R. No. 204684, October 5, 2020)

Fixed term employment is not illegal per se or against public policy. (Claret School of Quezon City v. Madelyn Sinday, G.R. No. 226358, October 09, 2019)

A money claim by a worker against the employer or vice-versa is within the exclusive jurisdiction of the labor arbiter only if there is a “reasonable causal connection” between the claim asserted and employee-employer relations. Only if there is such a connection with the other claims can the claim for damages be considered as arising from employer-employee relations. Absent such a link, the complaint will be cognizable by the regular courts. (Philippine Airlines, Inc. vs. Airline Pilots Association, G.R. No. 200088, February 26, 2018)