24/07/2017
People and Labor Relations Forum
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It is a given that every organization needs
to carry out a comprehensive policy on
positive discipline in the workplace.
The Code of Conduct should be a living testament
and a breathing embodiment of commitment
to good governance.
Business integrity must be a respected practice
constantly reinforced. Its design and content must
be able to inform, engage, inspire, and
enable people to do the right thing
the right way, all the time.
People and Labor Relations Forum
presents
COMPANY POLICY AND PHILIPPINE
LABOR STANDARDS:
Code of Conduct in the Workplace and Labor Law Compliance Benchmarks
August 03, 2017
8:30 AM to 5:30 PM
AIM CONFERENCE CENTER
Benavidez corner Trasierra Streets, Legaspi Village,
Makati City, Philippines
Learning Investment for this 1-Day Learning Session
Regular Rate : P 6,488 + VAT
Register Now for the FREE Learning Session
and pay on or before July 21, 2017
Pay only P 1,998 + VAT per seat
(Minimal fee includes Certificate, AM & PM Snacks and Venue Rental)
CALL US TODAY!
(632) 877-6502 / 832-1409
(632) 370-9961 to 63
(Globe) 0917-3257870
(Smart) 0919-6142598
Labor Laws are primarily governed by the Labor Code of the Philippines (P.D. 442) and subsequently reinforced by the 1987 Philippine Constitution.
In addition thereto, there are special laws, implementing rules, regulations, and jurisprudence, which likewise serve as legal frameworks for incidents of employment.
Generally, Labor Laws are divided into two main categories: Labor Standards and Labor Relations. Labor Standards refer to the legally prescribed minimum requirements concerning terms and conditions of employment, wages, monetary and welfare benefits, as well as occupational safety and health standards.
On the other hand, Labor Relations pertain to the legal framework governing individual and collective bargaining or interaction between employers and employees, including their attendant rights and duties.
DOLE implements strict compliance to Labor Laws by visiting an establishment and inspecting their documents and inspects procedural documentation if they are compliant to legislated Labor Laws. Otherwise, they enforce and monitor what is required.
The Labor Laws Compliance System (LLCS) refers to the integrated framework of voluntary compliance and enforcement of labor laws and social legislation issued pursuant to the rule-making and visitorial and enforcement power of the DOLE Secretary.
How will this People and Labor Relations Forum Benefit Your Organization?
This forum generously informs Business Owners, HR Practitioners and other People Managers on how organizations should diligently exercise ethical guidelines in business interaction and transactions. It will lend a hand in evaluating what will work best and examines good practices in implementing positive discipline while in compliance with guidelines on Labor Standards and Relations.
Successful companies very well know that compliance is more than following a set of rules and guidelines; that compliance must be at the heart of an organization's vision, mission, values, and philosophy. Creating a culture of compliance is one of the most crucial elements an organization should pursue.
But how do you get started? And how
do you measure success?
This forum presents Labor Law Compliance Benchmarks. The Subject Matter Experts will share good practices in building and sustaining a culture of compliance. Learn the foundations of a compliant culture; managing risks that companies are faced with; and addressing strategic methods for evaluating the success of a Compliance Program.
Our goal is to protect your organization from legal and financial risk!
What Topics Do We Cover In this Forum?
EMPLOYMENT RELATIONSHIP: Employers shall adopt and adhere to rules and conditions of employment that respect workers and safeguard their rights under national and international labor and social security laws and regulations.
NONDISCRIMINATION: No person shall be subject to Employment Discrimination in terms of hiring, compensation, career progression, workplace discipline, retirement, and termination of employment on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group, or ethnic origin.
HARASSMENT OR ABUSE: Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.
FORCED LABOR: There shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor.
CHILD LABOR: No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher.
MAGNA CARTA FOR WOMEN: The MCW is a comprehensive women's human rights law that seeks to eliminate discrimination through the recognition, protection, fulfilment and promotion of the rights of Filipino women, especially those belonging in the marginalized sectors of the society. It conveys a framework of rights for women based directly on international law.
FREEDOM OF ASSOCIATION AND COLLECTIVE BARGAINING: Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.
HEALTH, SAFETY AND ENVIRONMENT: Occupational Safety and Health Standards in the Workplace Employers shall provide a safe and healthy workplace setting to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employers’ facilities. Employers shall adopt responsible measures to mitigate negative impacts that the workplace has on the environment.
SMOKE-FREE WORKPLACE: To protect and enhance our indoor air quality and to contribute to the health and well-being of all employees, the workplace shall be entirely smoke free. Every employer must establish a written policy governing smoking in the workplace that, at a minimum, complies with current Executive Order 26 SMOKING BAN. The Executive Order 26 applies to all enclosed areas of business facilities where
employees perform work and for which the employer is responsible.
HOURS OF WORK: Employers shall not require workers to work more than the regular and overtime hours allowed by the law. The regular work week shall not exceed 48 hours. Employers shall allow workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be consensual. Employers shall not request overtime on a regular basis and shall compensate all overtime work at a premium rate. Other than in exceptional circumstances, the sum of regular and overtime hours in a week shall not exceed 60 hours.
COMPENSATION AND BENEFITS: Every worker has a right to compensation for a regular work week that is sufficient to meet the worker’s basic needs and provide some discretionary income. Employers shall pay at least the minimum wage or the appropriate prevailing wage, whichever is higher, comply with all legal requirements on wages, and provide any fringe benefits required by law or contract. Where compensation does not meet workers’ basic needs and provide some discretionary income, each employer shall work with the DOLE to take appropriate actions that seek to progressively realize a level of compensation that does.
ENVIRONMENTAL COMPLIANCE: Under the DENR Administrative Order, Managing Heads/Executives of industrial, commercial, institutional establishments, LGUs and other government institutions that discharge wastes to the environment or are actual/potential sources of pollution shall attend an eight (8) hours training on environmental management covering the basic environmental laws, rules and regulations, and the duties and responsibilities of the Pollution Control Officers (PCOs).
BUSINESS ETHICS OVER CORRUPTION: A Code of Conduct sets forth ethical standards and establishes expectations for employee behavior in the workplace. Employee adherence to your company's code of conduct is essential to maintaining and furthering a reputation of integrity and high business ethics. A few crucial business interactions that could lead to non-compliance include conflicts of interest between parties, protecting organizational assets, maintaining confidentiality, protecting private information and data, and the ethics of gift giving.
Learning Investment for this 1-Day Learning Session
Regular Rate : P 6,488 + VAT
Register Now for the FREE Learning Session
and pay on or before July 21, 2017
Pay only P 1,998 + VAT per seat
(Minimal fee includes Certificate, AM & PM Snacks and Venue Rental)
To ensure a hassle-free payment experience
and to avoid long queue at the cashier on the day
of the event, we encourage you to pay on or before
the deadline July 21, 2017.
Or pay On-site Rate of P2, 498 + VAT
“Share this information and build up
more winners at work!”
Registration Form
Yes! I/We would like to attend
FREE LEARNING SESSIONS ON August 03, 2017
"People and Labor Relations Forum "
at the AIM CONFERENCE CENTER
Benavidez corner Trasierra Streets, Legaspi Village, Makati City
COMPANY DETAILS
Company Name / Organization
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Company TIN
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Complete Address
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Contact Numbers Mobile Number
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Fax Numbers E-Mail
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Website Department
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Please reserve [ ] seats for the
following participants
Participant 1
Name: Nick Name:
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Position or Job Title:
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Mobile Number: Birthday:
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E-Mail:
Refer by Ronald Tanglao
09364873634..
