Guides for Philippine HR practitioners: due process documentation, notices to explain, company policies, employee disputes and DOLE inspections.
Learn the Article 219(m) test that defines a supervisory employee in the Philippines, how it differs from managerial and rank-and-file status, the union and overtime consequences, and the Supreme Court cases that settled the line.
No Philippine law bans a private-sector employee from holding a second job, but an employer can adopt a reasonable, clearly communicated policy restricting outside work that creates a real conflict of interest. This guide covers what makes a moonlighting policy valid, how government-employee rules differ, and what two Supreme Court cases say about enforcing it.
Apprenticeship and learnership let employers pay a reduced training wage, but only under strict Labor Code and TESDA rules. This guide explains the differences, the 75% wage floor, and the Supreme Court cases that turn an unapproved training agreement into regular employment.
Field personnel are excluded from overtime pay, holiday pay and Service Incentive Leave under Article 82 of the Labor Code — but only if the employer genuinely cannot verify their hours. Learn the Supreme Court’s two-part test, common misclassification traps, and what employees and employers should do next.
An employer generally does not need an employee’s consent to transfer or reassign them — but the move must pass a two-part legal test: no demotion or diminution of pay and benefits, and no unreasonableness, prejudice, or bad faith. This guide covers the Supreme Court test, key cases from 1989 to 2021, and what employees and employers should do when a transfer is disputed.
Floating status lets a security agency keep an employee on the books without pay while waiting for a new client assignment — but only for a maximum of six months. This guide covers the Article 301 legal basis, the Supreme Court’s six-month rule and burden of proof, red flags for abuse, and what happens once floating status ripens into constructive dismissal.
Yes. A Philippine employer may generally require, restrict, or ban the use of ChatGPT and similar generative AI tools at work, and may discipline an employee who violates that policy, because setting workplace tools and rules is part of management prerogative. This power is not absolute: the policy must be lawful, reasonable, made known to…
A signed, accepted Philippine job offer becomes a binding contract on acceptance, per the 2025 Supreme Court ruling in Aragones v. Alltech. Learn when withdrawal is legal and what to do if yours is pulled.
AI adoption does not automatically justify dismissal. Check the actual authorized cause, evidence, one-month notice and separation pay—including regular allowances—with practical BPO scenarios.
Learn how to file a data privacy complaint with the National Privacy Commission: who can file, fees, requirements, process and possible remedies.