Author Topic: Ano ang mga dapat malaman tungkol sa SWELDO (Salary / Wage) ?  (Read 2190 times)

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DonaldTrumpPH

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Ano ang mga dapat malaman tungkol sa SWELDO (Salary / Wage) ?

ANO ANG SWELDO?

Ang sweldo ay ang kabayarang pera sa mga empleyado para sa kanilang trababahong ginawa o gagawin pa lamang. Tandaan na pera lang ang dapat ibayad sa empleyado bilang sweldo, maaring nasa tseke o sa ATM, basta dapat may malapit na banko at mabigyan sila nang oras para maipalit o makuha ang kanilang pera. Ibig sabihin, kung hindi pera ang sweldong ibibigay sa emplyeyado, nilalabag nang employer ang Labor Code, maliban na lang kung ang ibang parte nang sweldo ay pasilidad (facilities) ang bayad.?Ang pasilidad (facilities) ay mga benepisyo, mula sa employer, na kailangan nang mga empleyado para sa kanilang pang-araw-araw ?na kahit na hindi sila nagtatrabaho para sa employer nila ay kinakailangan naman nila talaga ito, kagaya nang tirahan at pag-kain, dahil sa kahit na hindi sila nagtatrabaho ay kailangan nila nang tirahan at pagkain.?Tandaan lamang na ang presyo nang pasilidad ay reasonable at walang kinikita ang employer dito.?Maari naman tanggihan nang empleyado ito at perang katumbas na lang ang ibigay sa kanila.

ANO ANG MINIMUM WAGE?

Ang minimum wage ay ang pinakamababang sweldo, ayon sa batas, na maaring ibigay sa mga empleyado. Hindi pwedeng mas mababa pa sa minimum wage ang ibibgay na sweldo sa mga empleyado.

Sino ang gumagawa nang Minimum Wage?

(a) Ang Congress of the Philippines;
(b) National Wage Productivity Commission (NWPC)
(c) Regional Tripartite Wage and Productivity Board (RTWPB)?

Tandaan laman na kahit na may minimum wage, maaari paring makipagnegosasyon ang mga empleyado sa kanilang employer para mataasan ang kanilang sweldo.

Maari din na kahit na ang perang natatanggap nang mga empleyado ay mababa sa minimum wage, KUNG may mga ibang benepisyong mga pasilidad (facilities) na binibigay sa kanila at kapag pinagsama ang perang natanggap at presyo nang pasilidad ay aabot ito sa minimum wage. Tandaan lamang na ang presyo nang pasilidad ay reasonable at walang kinikita ang employer dito.

KAILAN DAPAT BAYARAN ANG SWELDO?

Dapat mabayaran ang sweldo nang mga empleyado isang beses kada dalawang linggo o may interval na 16 na araw, maliban na lang kung dahil sa mga pangyayari or kalamidad na hindi kagagawan nang employer or walang control ang employer ay impossibling mabayaran ang mga empleyado. PERO dapat pagkatapos nang mga kalamidad, mabayaran agad ang mga empleyado.

SAAN DAPAT MAGKABAYARAN NANG SWELDO?

Sabi ko nga kanina, pwedeng tseke o sa ATM ibigay ang sweldo, basta may malapit na banko at mabibigyan nang sapat na oras para makuha ang kanilang sweldo sa banko. Pero kung ibibigay nang personal ang pera sa mga empleyado, dapat sa lugar kung saan sila nagtatrabaho o sa opisina nang kanilang employer, doon ibigay ang sweldo. ?Kung sa ibang lugar naman, dapat may libreng sakay mula sa pinagtatrabahoan papunta sa kuhanan nang sweldo at pabalik sa pinagtatrabahoan, kung walang libreng sakay, dapat ibalik sa empleyado ang pamasaheng nagastos nila pagkuha nang sweldo at dapat kahit na oras nang trabaho, bigyan sila nang oras na makuha ang kanilang sweldo, at bayad sila sa oras na ito.

SINO DAPAT ANG MAKATANGGAP NANG SWELDO?

Syempre ang Empleyado mismo ang dapat makatanggap nang sweldo. PERO, pwedeng mag-utos na lang ang empleyado nang ibang tao para makuha ang kanyang sweldo, basta mabigyan niya ito nang written authority.

ANO ANG MGA PWEDENG IBAWAS (DEDUCTIONS) SA SWELDO?

Hindi dapat bawasan ang sweldo nang mga empleyado MALIBAN NA LANG SA MGA SUMUSUNOD:

(a) Pambayad sa insurance, kung walang usapan na sasagutin ito nang employer;
(b) Pambayad sa contribution sa Union;
(c) Tax (buwis), SSS, Phil-health, Pag-ibig;

HINDI PWEDENG DIKTAHAN NANG EMPLOYER ANG MGA EMPLEYADO KUNG SAAN AT KUNG PAPAANO NILA GAGASTUSIN ANG KANILANG SWELDO.
?

Labor Code Excerpts:

Art. 97. Definitions.?

"Employee" includes any individual employed by an employer.

"Employ" includes to suffer or permit to work.

"Wage" paid to any employee shall mean the remuneration or earnings, however designated, capable of being expressed in terms of money, whether fixed or ascertained on a time, task, piece, or commission basis, or other method of calculating the same, which is payable by an employer to an employee under a written or unwritten contract of employment for work done or to be done, or for services rendered or to be rendered and includes the fair and reasonable value, as determined by the Secretary of Labor and Employment, of board, lodging, or other facilities customarily furnished by the employer to the employee. "Fair and reasonable value" shall not include any profit to the employer, or to any person affiliated with the employer.

Art. 100. Prohibition against elimination or diminution of benefits. Nothing in this Book shall be construed to eliminate or in any way diminish supplements, or other employee benefits being enjoyed at the time of promulgation of this Code.
?
Art. 102. Forms of payment. No employer shall pay the wages of an employee by means of promissory notes, vouchers, coupons, tokens, tickets, chits, or any object other than legal tender, even when expressly requested by the employee.
?
Payment of wages by check or money order shall be allowed when such manner of payment is customary on the date of effectivity of this Code, or is necessary because of special circumstances as specified in appropriate regulations to be issued by the Secretary of Labor and Employment or as stipulated in a collective bargaining agreement.
?
Art. 103. Time of payment. Wages shall be paid at least once every two (2) weeks or twice a month at intervals not exceeding sixteen (16) days. If on account of force majeure or circumstances beyond the employer?s control, payment of wages on or within the time herein provided cannot be made, the employer shall pay the wages immediately after such force majeure or circumstances have ceased. No employer shall make payment with less frequency than once a month.
?
The payment of wages of employees engaged to perform a task which cannot be completed in two (2) weeks shall be subject to the following conditions, in the absence of a collective bargaining agreement or arbitration award:
?
That payments are made at intervals not exceeding sixteen (16) days, in proportion to the amount of work completed;
That final settlement is made upon completion of the work.

Art. 104. Place of payment. Payment of wages shall be made at or near the place of undertaking, except as otherwise provided by such regulations as the Secretary of Labor and Employment may prescribe under conditions to ensure greater protection of wages.
?
Art. 105. Direct payment of wages. Wages shall be paid directly to the workers to whom they are due, except:
?
In cases of force majeure rendering such payment impossible or under other special circumstances to be determined by the Secretary of Labor and Employment in appropriate regulations, in which case, the worker may be paid through another person under written authority given by the worker for the purpose; or
Where the worker has died, in which case, the employer may pay the wages of the deceased worker to the heirs of the latter without the necessity of intestate proceedings. The claimants, if they are all of age, shall execute an affidavit attesting to their relationship to the deceased and the fact that they are his heirs, to the exclusion of all other persons. If any of the heirs is a minor, the affidavit shall be executed on his behalf by his natural guardian or next-of-kin. The affidavit shall be presented to the employer who shall make payment through the Secretary of Labor and Employment or his representative. The representative of the Secretary of Labor and Employment shall act as referee in dividing the amount paid among the heirs. The payment of wages under this Article shall absolve the employer of any further liability with respect to the amount paid.

Art. 112. Non-interference in disposal of wages. No employer shall limit or otherwise interfere with the freedom of any employee to dispose of his wages. He shall not in any manner force, compel, or oblige his employees to purchase merchandise, commodities or other property from any other person, or otherwise make use of any store or services of such employer or any other person.
?
Art. 113. Wage deduction. No employer, in his own behalf or in behalf of any person, shall make any deduction from the wages of his employees, except:
?
In cases where the worker is insured with his consent by the employer, and the deduction is to recompense the employer for the amount paid by him as premium on the insurance;
For union dues, in cases where the right of the worker or his union to check-off has been recognized by the employer or authorized in writing by the individual worker concerned; and
In cases where the employer is authorized by law or regulations issued by the Secretary of Labor and Employment.

Art. 120. Creation of National Wages and Productivity Commission. There is hereby created a National Wages and Productivity Commission, hereinafter referred to as the Commission, which shall be attached to the Department of Labor and Employment (DOLE) for policy and program coordination. (As amended by Republic Act No. 6727, June 9, 1989).
?
Art. 122. Creation of Regional Tripartite Wages and Productivity Boards. There is hereby created Regional Tripartite Wages and Productivity Boards, hereinafter referred to as Regional Boards, in all regions, including autonomous regions as may be established by law. The Commission shall determine the offices/headquarters of the respective Regional Boards.

Art. 125. Freedom to bargain. No wage order shall be construed to prevent workers in particular firms or enterprises or industries from bargaining for higher wages with their respective employers. (As amended by Republic Act No. 6727, June 9, 1989)
?
Art. 126. Prohibition against injunction. No preliminary or permanent injunction or temporary restraining order may be issued by any court, tribunal or other entity against any proceedings before the Commission or the Regional Boards. (As amended by Republic Act No. 6727, June 9, 1989)
?
Art. 127. Non-diminution of benefits. No wage order issued by any regional board shall provide for wage rates lower than the statutory minimum wage rates prescribed by Congress. (As amended by Republic Act No. 6727, June 9, 1989)

Supreme Court Decision Exceprts:

States Marine Corp. vs. Cebu Seamans Assoc. Inc.
G.R. No. L-12444, ? ? ? ? ? ? February 28, 1963

"Facilities", on the other hand, are items of expense necessary for the laborer's and his family's existence and subsistence so that by express provision of law (Sec. 2[g]), they form part of the wage and when furnished by the employer are deductible therefrom, since if they are not so furnished, the laborer would spend and pay for them just the same

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Mountain View

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Re: Ano ang mga dapat malaman tungkol sa SWELDO (Salary / Wage) ?
« Reply #1 on: July 09, 2012, 03:12:10 PM »
magkano na ba minimum wage dito sa atin?

DonaldTrumpPH

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Re: Ano ang mga dapat malaman tungkol sa SWELDO (Salary / Wage) ?
« Reply #2 on: July 09, 2012, 03:14:02 PM »
Minimum wage sa Metro Manila alam ko is  (NCR) = P404 /day.
Sa probinsiya hindi... siguro range from  P220 - 280.

ZuvelCompany

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Re: Ano ang mga dapat malaman tungkol sa SWELDO (Salary / Wage) ?
« Reply #3 on: July 09, 2012, 03:16:57 PM »
A tumaas na sya dati nasa Php 382.00/day that is for minimum Wage for Manila workers


IntraLover

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Re: Ano ang mga dapat malaman tungkol sa SWELDO (Salary / Wage) ?
« Reply #4 on: July 09, 2012, 03:19:12 PM »
Pero bakit ang sinasabi ng ilang investors dito ang taas daw ng minimum wage dito? Totoo kaya?

Tapos hirap pa rin ang mga kumikita ng minimum wage na buhayin ang pamilya? Ano kaya ang mali? Saan kaya nag-uugat problema?

MotherTouch

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Re: Ano ang mga dapat malaman tungkol sa SWELDO (Salary / Wage) ?
« Reply #5 on: July 09, 2012, 03:48:53 PM »
Tingin ko kasi mataas ang cost of living sa Metro Manila... the reason why mas mataas ang minimum wage dito compared sa provinces

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Re: Ano ang mga dapat malaman tungkol sa SWELDO (Salary / Wage) ?
« Reply #5 on: July 09, 2012, 03:48:53 PM »

 

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