Rule V of the Omnibus Rules includes authorized absences, rest days, and regular holidays in computing the one-year service.
What types of absences are included when computing the one year of service? Read More »
Night Shift Differential legally requires an additional 10% premium on the regular wage for work between 10:00 p.m. and 6:00 a.m.
What is the legal definition and exact rate for the Night Shift Differential? Read More »
Work actively performed on a special working day legally earns only the standard daily wage, without any extra premium pay.
How is an employee legally compensated for actively working on a special working day? Read More »
The “no work, no pay” principle completely applies to special non-working days unless a favorable company policy dictates otherwise legally.
How does the “no work, no pay” principle legally apply to special non-working days? Read More »
Working on a standard special non-working day legally entitles the covered employee to receive 130% of their standard daily wage.
What is the exact premium pay rate for physically working on a special non-working day? Read More »
Working on a special non-working day that is also an official rest day legally yields 150% of the basic wage.
Overtime pay is the legally mandated additional compensation strictly required for work rendered beyond the standard eight hours daily.
How does the labor law officially define overtime pay for all covered employees? Read More »
Ordinary overtime work on a standard working day legally requires the payment of an additional 25% of the hourly rate.
What is the strictly legal overtime pay rate on an ordinary working day? Read More »
Overtime work on a special non-working day legally requires an additional 30% premium calculated on the elevated daily hourly rate.
How is legal overtime pay accurately calculated on a declared special non-working day? Read More »
Employers and employees can legally stipulate higher overtime rates through an agreement, provided they strictly exceed standard mandated legal minimums.
