Clarification on REST DAYS (FROM LABOR CODE)

Objectives:

1.  To level up our  customer service

2. To prepare our mindset for offering services 24/7 because of CMS and Memorial Plan company

3.  To save also on labor costs;

4.  To lessen dissent and misunderstanding lessen third party information which are wrong

Background/Reality

1.  The truth will set you free

     The nearer we are to truth, the nearer we are to the Light;  and the Lord is the Light.

     We can be nearer the Truth by studying the Word, by increasing our knowledge.  Thus Learning shared learning is the right path:  having journal, and book report is the right way for our  life at Holy Gardens

2.  As of now, the journals, reading the blogs, reading emails is not happening.  We are concerned with chismis and hearsays

For instance, on the issue of having work on Sundays, sbus are resisting because:

      1.  Ito na ang dinatnan nila;

      2. The company has to pay additional 30% if they work on Sunday

      3. (At worse, ito ay utos sa lumang tipan -  Pero sabi ni Soriano, ang rest day ay nasa puso natin kung sinasamba at inaalaala and Diyos araw araw)

     Ating basahin ang nasusulat sa kopya ng labor code ng Dole:

    Articles 91 to 93:

Chapter II
WEEKLY REST PERIODS

Art. 91. Right to weekly rest day.

1. It shall be the duty of every employer, whether operating for profit or not, to provide each of his employees a rest period of not less than twenty-four (24) consecutive hours after every six (6) consecutive normal work days.
    
2. The employer shall determine and schedule the weekly rest day of his employees subject to collective bargaining agreement and to such rules and regulations as the Secretary of Labor and Employment may provide. However, the employer shall respect the preference of employees as to their weekly rest day when such preference is based on religious grounds.

Art. 92. When employer may require work on a rest day. The employer may require his employees to work on any day:

1. In case of actual or impending emergencies caused by serious accident, fire, flood, typhoon, earthquake, epidemic or other disaster or calamity to prevent loss of life and property, or imminent danger to public safety;
    
2. In cases of urgent work to be performed on the machinery, equipment, or installation, to avoid serious loss which the employer would otherwise suffer;
    
3. In the event of abnormal pressure of work due to special circumstances, where the employer cannot ordinarily be expected to resort to other measures;
    
4. To prevent loss or damage to perishable goods;
    
5. Where the nature of the work requires continuous operations and the stoppage of work may result in irreparable injury or loss to the employer; and
    
6. Under other circumstances analogous or similar to the foregoing as determined by the Secretary of Labor and Employment.

Art. 93. Compensation for rest day, Sunday or holiday work.

1. Where an employee is made or permitted to work on his scheduled rest day, he shall be paid an additional compensation of at least thirty percent (30%) of his regular wage. An employee shall be entitled to such additional compensation for work performed on Sunday only when it is his established rest day.
2. When the nature of the work of the employee is such that he has no regular workdays and no regular rest days can be scheduled, he shall be paid an additional compensation of at least thirty percent (30%) of his regular wage for work performed on Sundays and holidays.
3. Work performed on any special holiday shall be paid an additional compensation of at least thirty percent (30%) of the regular wage of the employee. Where such holiday work falls on the employee's scheduled rest day, he shall be entitled to an additional compensation of at least fifty per cent (50%) of his regular wage.
4. Where the collective bargaining agreement or other applicable employment contract stipulates the payment of a higher premium pay than that prescribed under this Article, the employer shall pay such higher rate.

   Some conclusions:

   1. The employer shall determine the rest day of the employees(not necessarily Sunday), recognizing the religious practices;   however exigencies of the work may preclude the later

     We have to sell on Sundays and holidays (if we want to reach our targets, have bonuses) and we have interments on Sundays.  most number of interments is on Sunday

   2.  When the employee is required to work on his rest day (not necessarily Sunday) the employer is required to pay the employee 30% extra

SANA  THIS WOULD SHED LIGHT ON MANY OF THE MINDS WHO BELIEVE MORE ON CUSTOMERS OR HEARSAYS regarding matters that pertain to business, practices and legalities.  We mentioned that in another slide presentation.  We need to act as PROFESSIONALS

SANA NABASA AT NA RRURAC NG HUSTO

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