Mga Mandatory Policies Sa Trabaho

Ang mga sumusunod na mga alituntunin ay naglalayon na itaguyod ang kalusugan, kaligtasan at kapakanan ng bawat empleyado:

  • Workplace Policy and Program on Hepatitis B, sa ilalim ng DOLE Department Order No 5, Series of 2010, o ang Guidelines for the Implementation of a Workplace Policy and Program on Hepatitis B
  • HIV/AIDS Workplace Policy and Program, sa ilalim ng Republic Act No 8504 o ang Philippine AIDS Prevention and Control Act of 1988 na kaugnay naman ng DOLE Department Order No 102, Series of 2010, o ang Guidelines for the Implementation of HIV and AIDS Prevention and Control in the Workplace Program
  • Workplace Policy and Program on Tuberculosis Prevention and Control, sa ilalim ng DOLE Department Order No 73, Series of 2005 o ang Guidelines for the Implementation of Policy and Program on Tuberculosis Prevention and Control in the Workplace
  • Breastfeeding Policy, sa ilalim na Republic Act No 10028, o ang Expanded Breastfeeding Promotion Act of 2009
  • Smoke-free Workplace Policy and Program, sa ilalim ng Republic Act No 9211, o ang Tobacco Regulatory Act of 2003
  • Implementation of Family Welfare Program, sa ilalim ng DOLE Department Order No 56, Series of 2003
  • Safety and Health Measures for Workers Who by the Nature of their Work have to Stand at Work, sa ilalim ng DOLE Department Order No 178, Series of 2017
  • Safety and Health Measures for Workers Who by the Nature of their Work have to Spend Long Hours Sitting, sa ilalim ng DOLE Department Order No 184, Series of 2017
  • Workplace Policy on Mental Health, sa ilalim ng Republic Act No 11036, o ang Mental Health Act, na ipinatutuapd ng DOLE Department Order No 208, Series of 2020
  • Department Trade and Industry (DTI) and DOLE Interim Guidelines on Workplace Prevention and Control of COVID-19 (“Joint Interim Guidelines”)

Ang Joint Interim Guidelines na nagsimula nang dahil sa COVID-19 pandemic upang tutukan ang health and safety concerns alinsunod sa pagbabalik operasyon ng mga trabaho at pagpasok muli ng mga empleyado. Inaatasan ng issuance na ito ang mga employers na sumunod sa mga requirements na napapaloob sa nasabing guidelines tulad ng (i) increase physical and mental resilience, (ii) reduce transmission of COVID-19 prior to entering the workplace and while inside the workplace, (iii) minimize contact rate, at (iv) reduce the risk of infection.

Sa kabilang banda, ang mga sumusunod naman na mga mandatory policies ay may layunin na panatilihin ang seguridad, disiplina at kaayusan sa loob ng trabaho:

  • Drug-free Workplace Policy, sa ilalim ng Department Order No 53, Series  of 2003, o ang Guidelines for the Implementation of a Drug-Free Workplace Policies and Programs for the Private Sector
  • Anti-Sexual Harassment in the Workplace Policy, sa ilalim ng Republic Act No 7877, o ang Anti-Sexual Harassment Act of 1995
  • Data Privacy Policy, sa ilalim ng Republic Act No 10173, o ang Data Privacy Act of 2012
  • Code of conduct o workplace policy, sa ilalim ng Republic Act No 11313, o ang Safe Spaces Act

Ang mga nabanggit na mga alituntunin ay mga labor standards na sinusuri ng DOLE tuwing may labor inspections.

Karaniwan, ang pag-cocomply sa mga labor laws at issuances, tulad ng pagpapatupad sa mga nabanggit na mandatory workplace policies, ay mahigpit na kailangan para sa pag-iisyu, renewal at cancellation ng mga lisensiya, certificates of registrations, at/o permits ng iba’t ibang ahensiya ng gobyerno at ng iba pang local government units.

Sa puntong ito, iniaatas ng DOLE Department Order No 183, Series of 2017, o ang Revised Rules on the Administration and Enforcement of Labor Laws, ang guidelines para sa conduct of labor inspections na maaaring  isagawa routinely o bilang tugon sa reklamo ng isang aggrieved employee.

Dapat namang malaman na sa loob ng community quarantine nang dahil sa COVID-19 pandemic, ang mga labor inspections ay pansamantalang hindi ipinatutupad, ngunit tinatanggap pa din ang mga reklamo o requests para sa nasabing inspections.

Subalit sa sandaling isagawa ng DOLE ang isang labor, ang non-compliance with labour standards at sa occupational safety gayun din sa health standards ay mapapasama sa tinatawag na Notice of Results. At ang employer ay bibigyan ng oras para itama ang mga violations o bibigyan ngf pagkakataong magsumite ng mga kailangang dokumento.

Kung natagpuan ng DOLE na kulang pa ang naging tugon ng employer para bawiin ang ang Notice of Results, maaaring magsagawa ang DOLE ng mandatory conferences at i-require ang employer na magsumite ng isang position paper para sa resolution. Maliban sa imposition of adverse judgment awards o administrative fines, ang legal consequence ng pagkakaroon ng pending cases sa DOLE ay maaaring mauwi sa work stoppage, revocation of licenses to operate at shutdown of operations.

Alamin ang batas, Pinoy Employee!

Published by Qairi

A perennial student in life, Qairi has been involved as a Legal Advocate in one of the top firms in the State of California. He has started publishing his works online with the intention of helping Filipino workers become aware of their rights, as well as their obligations, as employees.

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