Professional Documents
Culture Documents
WORKERS’ STATUTORY
MONETARY BENEFITS
2
Handbook (2010 ed.) Project Team
Lourdes M. Trasmonte
Undersecretary
Brenda L. Villafuerte
Director IV
Nicanor V. Bon
Chief - LEO
Editorial Staff
Emila T. de Guzman
Romeo J. Santos
Expectacion D. Ruivivar
All rights reserved. This Handbook, or any part thereof, may not be
reproduced for commercial purposes without the written permission
of the Bureau of Working Conditions, Department of Labor and
Employment.
Acknowledgment
Heartfelt appreciation is due the following individuals for providing us
valuable technical support in the preparation of this 2010 Edition: ARD
Alex V. Avila, ARD Joffrey M. Suyao, DOLE-NCR; Atty. Welma T.
Sicangco, NWPC, and Atty. Marissa C. Mapalo, Legal Service.
3
FOREWORD
MARIANITO D. ROQUE
Secretary
4 January 2010
4
C ONTENTS
1. MINIMUM WAGE
A. Coverage 2
B. Minimum Wage Rates 3
C. Basis 5
D. Monthly-Paid and Daily-Paid Employees 5
E. Computation of the Estimated Equivalent Monthly Rate 5
(EEMR) of Monthly-Paid and Daily-Paid Employees
F. Minimum Wage of Workers Paid by Results 7
G. Minimum Wage of Apprentices, Learners, and
Disabled Workers 8
H. Minimum Wage of Househelpers (RA 7655) 8
I. Effect of Reduction of Workdays on Wages 9
J. Penalty and Double Indemnity for Violation of the
Prescribed Increases or Adjustments in the Wage Rates
(RA 8188) 9
5
6. SERVICE CHARGES (Article 96)
A. Sharing 26
B. Payments 26
C. Tips 26
6
F. Thirteenth-Month Pay for Certain Types of Employees 39
G. Thirteenth-Month Pay of Resigned
or Separated Employee 39
H. Non-inclusion in Regular Wage 40
7
1
M INIMUM W AGE
Republic Act No. 6727 (also known as the “Wage Rationalization
Act”) mandates the fixing of the minimum wages applicable to
different industrial sectors, namely, non-agriculture, agriculture
plantation, and nonplantation, cottage/handicraft, and retail/service,
depending on the number of workers or capitalization or annual
gross sales in some sectors.
8
exceed P500,000.00, regardless of previous registration with
the defunct NACIDA.
A. Coverage
9
or status, and irrespective of the method by which their wages are
paid, except the following:
Ag ric ulture
P l an ta t i on 3 25.0 0 1 5 .00 5 . 00 3 45 .0 0
No np l an ta t i o n 3 25.0 0 1 5 .00 5 . 00 3 45 .0 0
Pr i va t e H os p ita l s
Wit h b ed ca pa c i t y o f 1 00 o r l e ss 3 25.0 0 1 5 .00 5 . 00 3 45 .0 0
a
E ff e c t i v i t y d a te i s on 2 8 A ugu st 2 007 .
b
E ff e c ti v i t y d a te i s on 1 4 Jun e 200 8 .
c
In te gra tion o f P5 .00 CO LA in t o th e ba s ic wa ge o n 28 Au gu s t 2 008 .
10
CURRENT REGIONAL DAILY MINIMUM WAGE RATES
(As of January 2010)*
Agriculture
Region Non-agriculture
WO No./Date of Effectivity Plantation Nonplantation
NCR a/ WO 14/14 Jun 2008 382.00 345.00 345.00
CAR b/ WO 13/16 Jun 2008 243.00 - 260.00 226.00 - 242.00 226.00 - 242.00
4-A f/ WO 13/1 Jun 2008 236.00 - 320.00 216.00 - 295.00 196.00 - 275.00
4-B g/ WO 4/19 Jun 2008 240.00 - 252.00 198.00 - 207.00 178.00 - 187.00
a / Granted a P20/day consisting of P15 basic wage & P5 COLA/day. The COLA shall be integrated into the basic wage on
28 August 2008.
b/ Granted P10 & 15 COLA/day depending on the area and industry classification.
c/ Granted P10 COLA/day.
d/ Granted P12 basic wage/day and integrated P8 COLA under WO No. RTWPB-II-09 into the basic wage.
e/ Granted P15/day consisting of P5 basic wage & P10 COLA; integrated the P9 COLA under WO No. RB III-13 into the basic
wage.
f/ Granted P12-20 wage/day as follows: P16-20 (Growth Corridor Area), P14 (Emerging Growth Area), P12 (Resource-Based Area).
g/ Granted P10 wage/day to all minimum wage workers & P5 COLA to non-agriculture sector only.
h/ Granted P13 COLA/day, the P6 from P13 COLA shall be integrated into the basic wage on 1 January 2009.
i/ Granted P15 Emergency Relief Allowance (ERA)/day until 15 October 2008.
j/ Granted P17 wage/day.
k/ Granted P10 COLA/day.
l/ Granted P15 wage/day consisting of P5 basic wage and P10 COLA for a period of three months; thereafter, P5 out of the
P20 COLA under WO No. IX-14 shall be integrated into the basic wage.
m/ Granted P12 COLA & integrated the P16 COLA under WO No. RX-12 into the basic wage. The P10 COLA under WO No. RX-13
shall be integrated into the basic wage on 16 November 2008.
n/ Granted P15 COLA & integrated the P16 COLA under WO No. RTWPB XI-13 into the basic wage. The P10 COLA under WO No.
RX-14 shall be integrated into the basic wage on 16 September 2008.
o/ Granted P7-10.50 wage/day & P3-5 COLA/day, depending on the industry classification.
p/ Granted P13/day consisting of P8 basic wage & P5 COLA.
q/ Granted P10 wage/day.
*For updates on the amount of applicable minimum wage rates and/or allowances, pls. contact the National Wages and
Productivity Commission (NWPC) located at 11/F, G. E. Antonino Bldg., J. Bocobo St. cor T. M. Kalaw St., Ermita, Manila
Telefax: 627-5155 and 400-6765, or your Regional Tripartite Wages and Productivity Board (RTWPB). Pls. also visit
www.nwpc.gov.ph
11
C. Basis
Monthly-paid employees are those who are paid every day of the
month, including unworked rest days, special days, and regular
holidays.
Daily-paid employees are those who are paid on the days they
actually worked and on unworked regular holidays.
1
F or wo r kers wh o se re s t da ys fa l l on S und a ys, the n um ber of r e st da ys in a
ye ar i s n ow 5 2 d a ys. U nd er RA 949 2 , t he Na t i o na l Her oe s' D ay, a r e gular
h ol i d a y pr evi ou sl y o b se r ved o n the l a st Su nda y o f Au gust , wi l l n o w b e ob s er ved
o n the la st M on da y o f Au gu s t .
12
For daily-paid employees:
2. For those who do not work and are not considered paid on
Sundays or rest days
3. For those who do not work and are not considered paid on
Saturdays and Sundays or rest days
2
F a ctor 3 10 m a y be us e d in st ead o f 3 13 , if the two (2 ) spe cia l d a y s und er E O
2 03 a nd o ne ( 1) sp e ci a l d a y un de r R A 9 25 6 ar e n ot con si d ere d pa id .
13
Applicable Daily Rate x 261 = EEMR
12
The wage rates of workers who are paid by results shall continue
to be established in accordance with Article 101 of the Labor Code
of the Philippines, as amended, and its implementing regulations.
This will be done through:
3
F a ctor 25 8 m a y be u se d i f th e two ( 2) sp eci a l d a ys un der EO 20 3 a nd one (1)
sp e ci al d ay u n der R A 9 25 6 (Ni no y Aqui no Da y) a re no t wo r ked an d n ot
co n si der ed pa id .
14
The adjustment in the wage rates by reason of mandatory wage
increase for workers paid by results shall be computed in
accordance with the following steps:
15
Employers shall review the employment contracts of their
househelpers every three (3) years with the end in view of improving
the terms and conditions thereof.
16
2
H OLIDAY P AY
(Article 94)
A. Definition
Holiday pay refers to the payment of the regular daily wage for
any unworked regular holiday.
B. Coverage
17
special training, experience, or knowledge; or (c)
execute, under general supervision, special
assignments and tasks; and
5.4 Do not devote more than twenty percent (20%) of their
hours worked in a workweek to activities which are not
directly and closely related to the performance of the
work described in paragraphs 5.1, 5.2, and 5.3 above.
6. Field personnel and other employees whose time and
performance is unsupervised by the employer, including
those who are engaged on task or contract basis, purely
commission basis or those who are paid a fixed amount for
performing work irrespective of the time consumed in the
performance thereof.
C. Regular Holidays
Illustration: Using the NCR minimum wage rate of P382.00 per day
for the non-agricultural sector, effective 28 August 2008 under Wage
Order No. NCR-14.
18
Unless otherwise modified by law, order, or proclamation, the
following are the eleven (11) regular holidays in a year under
Executive Order No. 292, as amended by Republic Act 9492:
D. Muslim Holidays
1. ‘Ămun Jadid (New Year), which falls on the first day of the
lunar month of Muharram;
19
Marawi, Pagadian, and Zamboanga, and in such other Muslim
provinces and cities as may be created by law. Upon proclamation
by the President of the Philippines, Muslim holidays may also be
officially observed in other provinces and cities.
E. Absences
20
the holiday pay if he/she worked on the day immediately
preceding the nonwork day or rest day.
Where there are two (2) successive regular holidays, like Maundy
Thursday and Good Friday, an employee may not be paid for both
holidays if he/she absents himself/herself from work on the day
immediately preceding the first holiday, unless he/she works on the
first holiday, in which case he/she is entitled to his/her holiday pay
on the second holiday.
21
3
P REMIUM P AY
(Articles 91-93)
A. Definition
B. Coverage
22
execute, under general supervision, special
assignments and tasks; and
3.4 Do not devote more than twenty percent (20%) of their
hours worked in a workweek to activities which are not
directly and closely related to the performance of the
work described in paragraphs 3.1, 3.2, and 3.3 above.
4. Househelpers and persons in the personal service of another;
5. Workers who are paid by results, including those who are paid
on piece rate, takay, pakyaw, or task basis, and other nontime
work, if their output rates are in accordance with the standards
prescribed in the regulations, or where such rates have been
fixed by the Secretary of Labor and Employment;
6. Field personnel, if they regularly perform their duties away
from the principal or branch office or place of business of the
employer and whose actual hours of work in the field cannot
be determined with reasonable certainty.
C. Special Days
1. Special Days
The “no work, no pay” principle applies during special days and
on such other special days as may be proclaimed by the President
or by Congress.
23
(50%) of his/her basic wage or a total of one hundred fifty percent
(150%).
24
4
O VERTIME P AY
(Article 87)
A. Definition
B. Coverage
The minimum overtime pay rates vary according to the day the
overtime work is performed, as follows:
or
or
25
130% of (130% of P47.75) = 1.3 x (1.3 x P47.75)
= 1.3 x P62.07 = P80.69 OT/hr.
or
or
or
26
5
N IGHT S HIFT D IFFERENTIAL
(Article 86)
A. Definition
B. Coverage
27
special training, experience, or knowledge; or (c)
execute, under general supervision, special
assignments and tasks; and
4.4 Do not devote more than twenty percent (20%) of their
hours worked in a workweek to activities which are not
directly and closely related to the performance of the
work described in paragraphs 4.1, 4.2, and 4.3 above;
5. Field personnel and those whose time and performance are
unsupervised by the employer.
28
Double holiday, rest day, night shift, OT 3.9 x 1.1 x 1.3 = 5.577 266.30
Cases of night shift pay, using P47.75 as the basic hourly rate
(P382.00 divided by 8):
29
2) Work shift is from 12 mn. to 8 a.m.; work rendered on a rest
day (night-off)
30
3) Work shift is from 8 a.m. to 5 p.m. (with one-hour meal
break); work rendered on a special day, with overtime until
midnight
31
2) Work shift is from 4 p.m. to 12 midnight; work rendered on a
special day falling on a rest day
32
6
S ERVICE C HARGES
(Article 96)
A. Sharing
B. Payments
C. Tips
33
7
S ERVICE I NCENTIVE L EAVE
(Article 95)
A. Coverage
34
4.4 Do not devote more than twenty percent (20%) of their
hours worked in a workweek to activities which are
not directly and closely related to the performance of
the work described in paragraphs 4.1, 4.2, and 4.3
above;
5. Field personnel and those whose time and performance is
unsupervised by the employer;
6. Those already enjoying this benefit;
7. Those enjoying vacation leave with pay of at least five (5)
days; and
8. Those employed in establishments regularly employing less
than ten (10) employees.
C. Usage/Conversion to Cash
The service incentive leave may be used for sick and vacation
leave purposes. The unused service incentive leave is commutable
to its money equivalent at the end of the year. In computing, the
basis shall be the salary rate at the date of conversion.
35
8
M ATERNITY L EAVE
(RA 1161, as amended by RA 8282)
A. Coverage
B. Entitlement
36
9
P ATERNITY L EAVE
(RA 8187)
A. Coverage
Paternity leave benefit shall apply to the first four (4) deliveries
of the employee’s lawful wife with whom he is cohabiting. For this
purpose, “cohabiting” means the obligation of the husband and wife
to live together.
The paternity leave shall be for seven (7) calendar days, with full
pay, consisting of basic salary and mandatory allowances fixed by
the Regional Wage Board, if any, provided that his pay shall not be
less than the mandated minimum wage.
37
2. He is cohabiting with his spouse at the time that she gives
birth or suffers a miscarriage;
The married male employee shall apply for paternity leave with
his employer within a reasonable period of time from the expected
date of delivery by his pregnant spouse, or within such period as
may be provided by company rules and regulations, or by collective
bargaining agreement. In case of a miscarriage, prior application
for paternity leave shall not be required.
E. Nonconversion to Cash
In the event that the paternity leave is not availed of, it shall not
be convertible to cash and shall not be cumulative.
38
10
P ARENTAL LEAVE FOR S OLO P ARENTS
(RA 8972)
A. Coverage
B. Definition of Terms
39
“Child” refers to a person living with and dependent on the solo
parent for support. He/she is unmarried, unemployed, and below
eighteen (18) years of age, or even eighteen (18) years old and
above but is incapable of self-support because he/she is mentally-
and/or physically-challenged.
E. Nonconversion to Cash
In the event that the parental leave is not availed of, it shall not
be convertible to cash, unless specifically agreed on previously.
40
G. Termination of the Benefit
41
11
LEAVE FOR VICTIMS OF VIOLENCE
AGAINST WOMEN
AND THEIR CHILDREN
(RA 9262)
A. Definition
The leave benefit shall cover the days that the woman employee
has to attend to medical and legal concerns.
42
D. The Benefit
43
12
T HIRTEENTH -M ONTH P AY
(PD 851)
A. Coverage
All employers are required to pay their rank and file employees
thirteenth-month pay, regardless of the nature of their employment
and irrespective of the methods by which their wages are paid,
provided they worked for at least one (1) month during a calendar
year. The thirteenth-month pay should be given to the employees
not later than December 24 of every year.
C. Minimum Amount
44
of the employees, through individual or collective agreement,
company practice or policy.
D. Exempted Employers
The term "its equivalent" as used in item D.2 above shall include
Christmas bonus, midyear bonus, cash bonuses, and other
payments amounting to not less than one-twelfth (1/12) of the basic
salary but shall not include cash and stock dividends, cost of living
allowance, and all other allowances regularly enjoyed by the
employee, as well as nonmonetary benefits.
45
the employer and the recognized/collective bargaining agent of the
employees.
46
she has started working during the calendar year up to the time of
his or her resignation or termination from the service. Thus, if he or
she worked only from January to September, his or her
proportionate thirteenth-month pay should be equal to one-twelfth
(1/12) of his or her total basic salary earned during that period.
47
13
S EPARATION P AY
(Articles 283-84)
Thus, if an employee had been in the service for at least six (6)
months but less than a year, he/she is entitled to one (1) full
5
T he Supr eme Cour t h a s r u led in cer ta in ca se s tha t s epar a tion pa y shall be
g r an t ed t he wo r ker s .
48
month’s pay as his/her separation pay if his/her separation is due to
any of the causes enumerated above.
C. Notice of Termination
The employer may terminate the employment of any employee
due to the above-mentioned authorized causes by serving a written
notice on the employee and the Department of Labor and
Employment through its regional office having jurisdiction over the
place of business at least one (1) month before the intended date
thereof.
6
G a co vs. NL RC, e t a l ., G. R. No . 1 046 90 , Feb r uar y 23 , 1 994 .
7
P lan t er s’ Pr odu cts, Inc. vs. NL RC, G. R. No. 7 852 4 , Jan uar y 20 , 19 89 .
49
14
R ETIREMENT P AY
(Article 287, as amended by RA 7641)
A. Coverage
1) government employees;
2) employees of retail, service and agricultural establish-
ments/operations regularly employing not more than ten
(10) employees.
Illustration:
Minimum Retirement Pay = Daily Rate x 22.5 days x number of years in service
50
C. Retirement Benefits under a Collective Bargaining Agreement
or Applicable Contract
For covered workers who are paid by results and do not have a
fixed monthly salary rate, the basis for the determination of the
salary for fifteen (15) days shall be their average daily salary (ADS).
The ADS is derived by dividing the total salary or earnings for the
last twelve months reckoned from the date of retirement by the
number of actual working days in that particular period, provided
that the determination of rates of payment by results are in
accordance with the established regulations.
51
F. Retirement Benefit of Underground Mine Employees under
Republic Act 8558
52
15
B ENEFITS U NDER THE E MPLOYEES ’
C OMPENSATION P ROGRAM
(PD 626)
B. Coverage
C. The Benefits
53
a disability as a result of sickness or injury arising out of
employment. The objective is to develop the workers’ mental,
vocational, and social potential and to help them remain as
productive members of society.
D. Kinds of Disability
E. Filing of Claims
54
Who may file: The claimant or his/her representative may file an
appropriate claim with the GSIS, in case of public sector
claimant, or with the SSS, in case of private sector claimant.
When: A claim may be filed within three (3) years from the date
of the occurrence of the contingency (i.e., sickness, injury, or
death).
Period of Appeal. The claimant shall file with the GSIS or the SSS,
as the case may be, a notice of appeal within thirty (30) calendar
days from receipt of the decision.
F. Obligations/Responsibilities of Employers
55
16
P HIL H EALTH B ENEFITS
(RA 7875, as amended by RA 9241)
B. Coverage
56
Members who have reached the retirement age and
have paid at least 120 monthly contributions.
Optional Retirees (under RA1616, PD 1146 or PD
1184) are not yet entitled to lifetime coverage until
they reach the age of retirement (60 years old).
C. The Benefits
2. Outpatient care:
57
The New PhilHealth Inpatient Benefit Schedule
Effective April 5, 2009
HOSPITAL CATEGORIES
Levels 3 & 4 Hospitals (Tertiary)
Benefit Item Case Type
A B C D
Ro om and B o ard ∗ P50 0/ da y P50 0/ da y P8 00/d ay P 1 ,100 /day
Dr ug s a nd Med i cine s ∗ ∗ P 4,200 P 1 4, 000 P 2 8, 00 0 P 40,0 00
X- r a y, La b. a nd O thers* * P 3,200 P 1 0, 50 0 P 2 1, 00 0 P 30,0 00
Fo r pro ce du re s wit h RVU 30 & below = P 1,2 00
a. D ail y vi si ts
Pe r Da y P30 0 P40 0 P5 00 P6 00
Pe r Da y P50 0 P60 0 P7 00 P8 00
Maximum per confinemen t P 2, 000 P3, 600 P5 ,600 P8 ,000
For RVU 50 0 an d be lo w For RVU 501 a nd above
b. Su rge ry
S urge on Anes.thesiologis S urge on Anesthesiologist
t
Ge ne ral P ractiti one r RVU x P C F 40 40 % o f RVU x P C F 40 4 0 % of
Fi rs t Ti e r = P F1 su rge on’s fee = P F1 su rge on’s fee
(Gro up 1 ) M ax . of P3 ,200 (P F1 ) Max. of M ax . of P3 ,200 (P F1 ) M ax. of
P1, 28 0 P1,280
With t rainin g RVU x P C F 48 48 % o f RVU x P C F 48 4 8 % of
Se co nd Tier = P F2 su rge on’s fee = P F2 su rge on’s fee
(Gro up s 5 an d 6) ( P F1) (P F 1)
Dipl o ma te/fel l ow RVU x P C F 56 56 % o f RVU x P C F 80 4 0 % of
Third Tie r = P F3 su rge on’s fee = P F4 su rge on’s fee
(G rou ps 2 , 3, and 4 ) ( P F1) (P F 4)
∗
M a ximu m o f 45 d a ys p er ye ar.
∗∗
p er sing le per i o d o f co n fi ne men t .
58
Level 2 Hospitals (Secondary)
Case Type
Benefit Item A B C
Per D ay P 5 00 P6 00 P700
Ma xi mu m pe r co nfin ement P 2 ,000 P3 ,600 P5,600
b. Su rge ry (fo r Ca se Types A, B and C) S ur ge on An est hes io log is t
G en eral P ra c ti ti on er RVU x P C F 40 40 % of s urg eo n’s f ee
Fi rst tie r = P F1 (P F1 )
(Gro up 1 ) M axi mum o f P 3, 200 M axi mum o f P 1, 28 0
59
S peciali st (Groups 2, 3 , and 4 )
Per D ay P 5 00 P6 00
Ma xi mu m pe r co nfin ement P 2 ,000 P3 ,600
b. Su rge ry (fo r Ca se Types A and B ) S urgeon Anes thesiologis t
G en eral P ra c ti ti on er RVU x P C F 40 40 % of surg eo n’s f ee
Fi rs t Ti e r = P F1 (P F1 )
( Gro up 1 )
With t rainin g RVU x P C F 48 48 % of surg eo n’s f ee
Se co nd Tier = P F2 (P F1 )
(Gro up s 5 an d 6)
Dipl o ma te/fel l ow RVU x P C F 56 56 % of surg eo n’s f ee
Third Tie r = P F3 (P F1 )
(G rou ps 2 , 3, and 4 )
Ma x. o f P2,00 0 pe r Ma x. f ee compu ted as
co nfinem en t p erce ntage of P 2, 00 0
60
17
S OCIAL S ECURITY B ENEFITS
(RA 1161, as amended by RA 8282)
B. Coverage
C. The Benefits
C.1 Sickness
10
F or in qu ir ie s on SS S b en e fits a nd o the r r ela ted mat ter s, you m a y v isi t th e
So c ia l Sec urit y Syst em ( SSS) a t th e SSS Bui ld i ng , Ea s t Ave nue , Di lim an ,
Q ue zo n Ci ty or i ts n ea r e st bra nch o ff i ce . You m a y a l so ca l l t e l ep hon e nu mber s
9 20- 640 1 (o per a tor- assi sted ), 92 0-6 446 (M em ber Re la tio n s Depar tm en t), 9 17-
7 777 (m a ch in e-a ssi sted ; pr e s s yo ur SSS n o . a nd wa it for in stru ct io n s) o r vi sit
i ts we b s i t e a t www.sss.go v.p h or e-mail it at mem be r_ re l at io ns@s ss . go v. p h .
61
3. he/she has used up all current company sick leaves with
pay for the current year; and
4. he/she has notified his/her employer.
C.3. Disability
C.4. Retirement
62
It is a cash benefit paid to a member who can no longer work
due to old age.
The lump sum amount is granted to a retiree who has not paid
the required 120 monthly contributions.
63
Directory of DOLE Regional Offices
National Capital Region (NCR)
DOLE-NCR Bldg., Cordillera Administrative Region (CAR)
967 Maligaya St., Malate, Cabinet Hills,
1004 Manila 2600 Baguio City
Te l e p h o n e s : 3 3 9 - 2 0 1 3 & 3 3 9 - 2 0 1 7 / Tel. # (074) 442-2447
5 2 3 - 2 6 7 7 & 4 0 0 - 6 0 11 Telefax: (074) 443-5339
Fax: (632) 400-6241 d o l e c a r 8 8 @ p l dt d s l . n e t ;
dolencr_planning@yahoo.com d o l e - c a r @ p l dtd s l . n e t
See next page for the Directory of
DOLE-NCR Field Offices
Region 1 Region 2
ARNEL Bldg., Mabini St., Turingan Bldg., Caritan Centro,
Catbangen, San Fernando City, Tuguegarao City, 3500 Cagayan
2500 La Union Telephones: (078) 844-1364 /
Telefax: (072) 700-2520 844-1383 & 844-5516
dolero1@digitelone.com Telefax: (078) 844-1553
ad_services_ro2@yahoo.com
Region 6 Region 7
2/F & 3/F, St. Clemens Bldg., 2/F, GMC Plaza Bldg.,
Luna St., La Paz, M. J. Cuenco Avenue cor. Legaspi St.,
5000 Iloilo City 6000 Cebu City
Tel. # (033) 320-6904 Telephones: (032) 253-0638 &
Telefax: (033) 320-8026 (032) 254-5156
doleregion6@yahoo.com.ph dolero7@cvis.net.ph
Region 8 Region 9
Trece Martirez St., Wee Agro Bldg., Veterans Avenue,
6500 Tacloban City 7000 Zamboanga City
Tel. # (053) 325-2237 Tel. # (062) 993-1877
Telefax: (053) 325-5236 Telefax: (062) 991-2672 & 991-2673
Dolero8@mail.evis.net dole_region_9@yahoo.com;
d o l e 9 z a m @ p l d td s l . n e t
Region 10 Region 11
2/F, Gonzalo Go Bldg., Corrales Avenue, LDL Bldg., F. Bangoy St.,
9000 Cagayan de Oro City 8000 Davao City
Tel. # (088) 857-1931 Tel. # (082) 227-8772
Telefax: (088) 857-2218 Telefax: (082) 226-2671
Fax: (08822) 72-7682 d o l e 11 d a v a o @ y a h o o . c o m
d o l e 1 0 @ w e b s p r i n t e r. n e t
Region 12 Region 13
102 Acepal Bldg., Mabini Extension, CARAGA Regional Office
Koronadal City, 3/F, Nimfa Tiu Bldg., J. T. Rosales Avenue,
9506 South Cotabato 8600 Butuan City
Telephones: (083) 520-0125 & 228-4920 Tel. # (085) 342-9606
Telefax: (083) 228-2190 Telefax: (085) 225-3229
d ole xi i@c otaba to .mo zc om. co m d o l e x i i i @ s k y. n e t
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Directory of DOLE-NCR Field Offices
CAM AN AV A Field Office (CFO) MUNTAPARLAS Field Office (MFO)
5/F, Araneta Square Center, 3/F, Susana Arcade
Monumento Circle Alabang-Zapote Road, Almanza I
1400 Caloocan City 1750 Las Piñas City
Telefax: (02) 323-7466 & 362-3187 Telephones: 800-1538
Jurisdiction: Cities of Caloocan, Jurisdiction: Cities of Muntinlupa,
M a l a b o n , N a v o t a s , a n d Va l e n z u e l a Taguig, Parañaque, and Las Piñas
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The BWC
The Bureau of Working Conditions (BWC) is responsible for the
formulation and development of labor standards in the areas of
hours of work, occupational safety and health, and other conditions
of employment.
Vision
Well-guided employers and workers committed to a safe,
healthful, and productive work environment, adaptive to industry
trends and developments, and equitably enjoying the gains of joint
endeavors.
Mission
• Formulate policies and initiate legislations on labor standards,
based on relevant information culled from monitoring,
consultations, networking, and researches.
• Standardize the use of enforcement instruments and to clothe
the inspectorate system with strong enforcement authority to
ensure compliance with laws and regulations.
• Develop and sustain the capability of enterprises toward self-
management of safety and health in workplaces, thus,
upholding the principle of shared responsibility between
workers and employers.
• Enhance the capability of small enterprises in implementing
practical and efficient methods of improving working conditions
and productivity.
• Inform and advise the public on labor standards, including
occupational safety and health, and on innovative work
practices or arrangements.
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