Working Hours

Good Day!

I need some advice, dati ang pasok namin sa work is 8-6 (M,T,TH & F) and 8-5 on Wed, so bale 44 hours per week ang total ng regular hours namin. Then last December, nagpalabas ng memo ang office namin na magiging 8-5 (M-F) ang bagong working hours namin meaning ang magiging regular hours na lang per week ay 40 hours. Ang problema per hour ang bayad sa namin pero sa employment contract namin nakalagay iyong equivalent monthly compensation based sa 44 hours. Ngaun, ang mangyayari kung 40 hours per week na lang, mababawasan ang tinatanggap naming suweldo at hinde na siya pareho sa nakasaad sa employment contract.

May nilalabag ba ang employer namin dito?

Thank you in advance.

LABOR CODE OF THE PHILIPPINES
BOOK THREE
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 the promulgation of this Code.”

** Bakit daw nila binawasan yung working hours nyo?

hindi ito dimunition of benefits. it could be breach of contract. study the contract make sure na nalakalagay yung guaranteed hours.

walang number of hours na nakalagay sa employment contract ko pero nung nanghingi ako ng Certificate of Employment with compensation nakalagay duon iyong monthly gross compensation ko based sa 44 hours.
If this is not stated in the contract then there is no breach of contract.

Kindly explain po, why this is not diminution of benefits? Kung hinde mababalik sa dati ang working hours namin, mababawasan iyong matatanggap naming 13th month pay ng almost 9.1%.

Yes but the rate which they give one month basic salary divided by 12 is still the same.

kindly check with your HR kung ni inform nila ang DOLE regarding the reduced work hours. I'm not 100% sure but from what i remember, reduction in personnel and work hours needs to be reported to DOLE 30 days before implementation.

As a last resort you may contest the reduction. The employer will then have to prove that they needed to reduce man hours to prevent serious financial losses.

actually ang nangyari, compressed work week kami dati kaya lang iyong compressed work week hinde na-file sa DOLE kaya ginawang 8-5 (M-F) ang pasok namin. Na ang naging resulta nga eh bumaba iyong natatanggap naming basic pay.

Sa amin nasa contract na 9.5 working hours. Pro hindi bayad as OT yung 0.5 hours. Is it legal?

working hours yun or schedule? if 9.5 hours kayo nagtratrabaho kelangan 1.5 hours ang OT. cannot be waived

pwedeng may 1 hour break na hindi bayad..

then hindi working hours yun. 9.5 ang schedule

Schedule un. Sample
6:00am to 3:30am.
Kahit nasa contract na 9.5 hrs dpat paid OT pa rin.

Sa BPO generally, 9 hrs (1 hr lunch, two 15 minute break and 7.5 log in hours)
Sa amin 9.5 hrs (1 hr lunch, two 15 minute breaks and 8 hrs log in.

as long as you are authorized to work more than 8 hours in a day, whatever exceeds 8 hours is considered overtime. This is also assuming your position is entitled to overtime.

yes the two 15 min breaks are considered work hours in the labor code

So if hindi nila binayaran, what are the possible repercussions?

pwede ka mag file ng complaint but you have to prove it. kung ako sayo ivideo mo yung 8 and 1/2 hours na considered working hours. para may evidence ka. kasi they can always claim nag bigay sila ng extra lunch break time

and i dont know if entertain ka ng nlrc if 30 minutes a day lang ang ireklamo mo. but you can give it a try, nothing to lose naman

This is for all company employee.

it doesnt matter. mas pwede ka pang mag file ng complaint if ikaw lang ang ganyan ang case, sabihin mo discrimination.
Typical nlrc response kasi is anything less than 30 mins is immaterial. Now exacto na 30 mins so try mo nalang.