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I'm already 6yrs in the company. In my first yr, we were asked to sign a document about making us agree on a 9.5 hour shift including the 1 hour and 30 min break thus making it an 8.5 hr work and in return as a form of "payment" for the extra .5 hr work, we were given an additional "rice allowance" worth P1000 and "laundry allowance" for P125 on top of our other allowances. We have a yearly increase, management reasoned out that, they opted to pay thru "allowances" because if our rate per hour increases, it will just go to tax. Some of did not sign but since majority did, the 9.5 hr work was implemented.
Then recently, after 4 yrs of rendering a regular 9.5 hr shift, we are asked to sign another document, amending the 9.5hr back to 9 hour shift retaining the "rice allowance" and "laundry allowance". We suspect that somebody complained the 9.5 hour shift and won.. and because of the rule on diminution of benefits under the Labor law, the extra "allowances" were not allowed to be discontinued. Now my questions are:
1. Was the signing of the document even legal since our law says the normal hours of work under the Labor Code is 8 hours in one work day?
2. Can we demand our company to pay us the 30 mins OT that we've worked on for the past 4 years?
Then recently, after 4 yrs of rendering a regular 9.5 hr shift, we are asked to sign another document, amending the 9.5hr back to 9 hour shift retaining the "rice allowance" and "laundry allowance". We suspect that somebody complained the 9.5 hour shift and won.. and because of the rule on diminution of benefits under the Labor law, the extra "allowances" were not allowed to be discontinued. Now my questions are:
1. Was the signing of the document even legal since our law says the normal hours of work under the Labor Code is 8 hours in one work day?
2. Can we demand our company to pay us the 30 mins OT that we've worked on for the past 4 years?
