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AY 2013-2014
Labor Standards Midterm Transcription
(AY 2013-2014)
Atty. Jefferson Marquez
Ivar: not perfectly, but the state could give labor a fighting
chance. Ideally labor and capital should be in harmony.
A: PD 442
Since they dont stand on equal footing, the Constitution
provide for the protection of Labor and the Labor Code
was enacted to primarily protect labor and not capital.
Attys Discussion:
Labor may also refer to a job, work or service;
Exertion by a human being of his physical or mental effort
or both towards production of goods and services;
Page 1
You can also use the Retirement Pay law under the
Labor Code as a piece of social legislation that illustrates
Social Justice. Retired employees cannot anymore earn,
so they are provided with retirement pay which they can
use during their twilight years.
Q: Give another basis for the enactment of Labor laws.
A (Arfel):
(2) Police Power - Inherent power of the state to enact
legislations that may interfere with personal liberty or
property in order to promote the general welfare of the
people. (General Welfare clause)
Example:
Article 263 LC
(g) When, in his opinion, there exists a labor dispute
causing or likely to cause a strike or lockout in an industry
indispensable to the national interest, the Secretary of
Labor and Employment (SOLE) may assume jurisdiction
over the dispute and decide it or certify the same to the
Commission for compulsory arbitration
Attys Discussion:
Page 2
Art. 1700, Civil Code. The relations between capital and labor
are not merely contractual. They are so impressed with public
interest that labor contracts must yield to the common good.
Therefore, such contracts are subject to the special laws on
(Andrew):
Employer
Employee
State enacts and enforces labor laws
Public
Labor disputes also affect the state and the public at large
if employees are engaged in strike or other concerted
activities.
Situational Question:
If USC hires teachers and then pays them below the
minimum wage and provides them oppressive terms and
conditions of employment, who will be the aggrieve
party?
The teachers will be the aggrieved party and seek
grievances with the proper courts.
Teachers not paid the right wages might exercise their
right to self-organization and form a union.
(Emphasis on how the state and the public will be
affected in an employment contract)
(Andrew):
Page 3
Police Power
Social Justice
Protection to Labor clause
Doctrine of Incorporation
Attys Discussion:
We have the Magna carta for women by Pia Cayetano.
Under this law, it provides for equal job/employment
opportunities for women.
A (Stephanie):
Yes, there are limitations. One of which is the
(1) Non-Impairment Clause
Article III, Section 10. No law impairing the obligation of
contracts shall be passed.
(Example by Stephanie)
The company states in the employment contract that they
shall provide the employee a sack of rice
Page 4
A: (Grace)
1.
2.
3.
4.
Slavery
Serfdom
Free Artisan (Independent Contractor)
Wage System
Attys Discussion:
Q: What is Slavery?
Q: Other limitations.
A: (April)
Q: What is Serfdom?
Art. 272. Slavery. The penalty of prision mayor and a fine of not
Page 5
Attys Discussion:
Attys Discussion:
Page 6
(Ericka):
Judicial decisions, also known as jurisprudence can serve
as a basis for interpreting the laws and the manner on
how the SC applied the said law.
They are not laws, but they form part of the legal system.
Q: Being part of the Legal System of the Phil, are the
citizens expected to comply and obey the decisions of
the high court?
A: Yes, just like the laws of the land we have respect, obey
and comply with judicial decisions.
Q: Applying it to Labor Standards, do the decisions of the
NLRC, Labor Arbiter, Regional Director form part of the
Legal System?
1.
2.
3.
4.
A: (Ericka)
No, these decisions are considered Administrative
decisions under their quasi-judicial function, and do not
Page 7
Attys Discussion:
A: No.
Page 8
A: (Joanne)
Art 139. Minimum Employable Age:
Sec. 3
XXX
b) Any person between fifteen (15) and eighteen (18) years of age may
be employed for such number of hours and such periods of the day as
determined by the Secretary of Labor and Employment in appropriate
regulations.
Attys Situation:
If I am a foreign investor and I would like to consult you of
possible investments in Cebu. I would like to know if there
are limitations on my prerogative to hire Filipinos to work
in my establishment.
XXX
Page 9
RA 9231
Sec. 12-D. Prohibition Against Worst Forms of Child
Labor. - No child shall be engaged in the worst forms of
child labor. The phrase "worst forms of child labor" shall
refer to any of the following:
Sec 12. .
"(4) Work which, by its nature or the circumstances in which
it is carried out, is hazardous or likely to be harmful to the
health, safety or morals of children, such that it:
Attys Discussion:
Page 10
Family Code
Article 1. Marriage is a special contract of permanent union
between a man and a woman entered into in accordance
with law for the establishment of conjugal and family life. It is
the foundation of the family and an inviolable social
Atty Ms Situation:
If I am the employer and I tell you, Ms. Jane Doe, I will
hire you provided that you will not get married. And you
have a boyfriend and you plan to get married but you
really need the job. You then agreed to the stipulation
and you keep yourself free from marriage but still
continue with your relationship with your boyfriend
without the benefit of marriage.
This type of relationship is a common law relationship.
If you decide to have a family your children would
become illegitimate.
As far as the Catholic Church is concerned, the church
does not tolerate this kind of relationship. This is
considered as immoral.
These are the evils sought to be avoided by the
prohibition.
Employers dont like their employees getting married
because eventually they will have children and if you are a
woman, having children means you have to go on
maternity leave with pay, and if the woman undergoes
surgery (CS) then she will have an extended 2 month
leave with pay. This would result in no one being at work
which is bad for business.
Attys Situation:
A job applicant comes to me for a job but he only has one
arm and the job available is a messenger.
I say oh you only have one arm, I will not hire you
because you only have one arm. How can you deliver
messages with only one arm. The rule is I cannot
discriminate on reason of his disability.
But the question is, for a job of a messenger, is a person
with only one arm qualified to be a messenger? Do you
think the job of a messenger can be efficiently performed
by a person with only one arm? Hypothetically, how will
he knock on the door?!
Is he then qualified? (is he qualified in the sense that he is
similar to an able bodied person if he does the job)
(Russel): No, because he cannot effectively perform his
job.
So in this case, you can deny him employment because of
his disability.
But if he were a qualified disabled person, for example:
his job is to count the number of people in the
establishment, he does not need an arm to do that, he
only needs his eyes.
Q: Another limitation on hiring.
A: (Russel)
Labor Code:
Art. 248. Unfair Labor Practices of Employers
It shall be unlawful for an employer to commit any of the
following unfair labor practice:
(b) To require as a condition of employment that a person or
an employee shall not join a labor organization or shall
withdraw from one to which he belongs.
rd
Situation:
Oh you are applying for a job. Well, I will only hire you
provided that you will not join any union or labor
organization. And then you say, OK. This is not valid!
Art 248 prohibits an employer from imposing as a
condition for employment that a person should not join
any labor unions/organizations.
Page 11
A: (Russel)
RA 7877 (Anti-Sexual Harassment Act)
A: (Jorj)
RA 8504
(Philippine AIDS Prevention and Control Act of 1998)
(July 2, 2013)
Continued from last meeting
(Jorj) Casual employees do not enjoy security of tenure
compared to regular employees.
Page 12
RA 10354
(Responsible Parenthood and Reproductive Health Act)
SEC. 23. Prohibited Acts. The following acts are prohibited:
XXX
(c) Any employer who shall suggest, require, unduly influence
or cause any applicant for employment or an employee to
submit himself/herself to sterilization, use any modern
methods of family planning, or not use such methods as a
condition for employment, continued employment,
promotion or the provision of employment benefits. Further,
pregnancy or the number of children shall not be a ground for
non-hiring or termination from employment;
Attys Discussion:
There are (2) components in wages:
Page 13
The court will ask you ex. Judge Seville will ask you to
satisfy the judgement but you have no money. But then I
see that you have other properties, so I tell the sheriff to
execute the judgement by running after your properties.
(so that is attachment)
Q: What does this situation tell us? How does the law
protect the labourer?
A: (Mike) the law protects the labourer by exempting his
wages from attachment or execution.
Attys Discussion:
Page 14
Attys Discussion:
Exemption applies to WAGE only.
Exemption does NOT APPLY to SALARY.
The compensation for salary is much higher than that of
wage. The protection is extended as so far as labourers
are concerned and as so far as wages are concerned. The
protection does not extend to employees receiving salary.
Q: Do workers need to be remunerated for services
rendered?
the
workers
and
employers
sectors,
A: (RC)
Art 121 LC (As amended by Republic Act No. 6727, June 9, 1989).
1.
2.
3.
Attys Discussion:
Notice that theres always a trilateral arrangement in both
compositions of the NWPC & RTWPB; (1) Government, (2)
Employer/Private Sector, & (3) Labor/Public Sector.
Moving on.
The RTWPB has 2 Principal Powers; (1) power to fix the
minimum wage; (2) power to grant exemptions from the
minimum wage.
Q: (1) Power to fix the minimum wage: Do we have an
existing rules of procedure on minimum wage fixing?
And what agency of government promulgated these
rules?
A: (RC) Yes, NWPC promulgated the rules of procedure.
The NWPC is higher than the RTWPB and has the power
to promulgate rules and regulations.
Page 15
Page 16
7.
Disadvantages:
1.
2.
3.
4.
Attys Discussion:
6.
5.
A:
2.
3.
4.
5.
6.
Advantages:
1.
So now the NWPC will study the appeal to find out if the
wage order was issued right or wrong.
If they find out that the board committed an error in
issuing the wage order then they will set aside the order.
But if there is nothing wrong with the order then they will
just simply affirm the wage order.
Q: If an employer appeals the Wage Order, does it stop
the implementation of the order?
A: (RL) No, the order will still be implemented.
Page 17
A: (RL)
Labor Code
Art 98. Application of Title. This title [Wages] shall not apply to farm
tenancy or leasehold, domestic service and persons working in their
respective homes in needle work or in any cottage industry duly
registered in accordance with law.
Exempted:
1. Farm tenancy or leasehold;
2. Domestic service;
3. Persons working in their respective homes in needle work
4. Persons working in any cottage industry duly registered in
accordance with law.
A: (RL) RTWPB
Page 18
Attys Situation: So right now we have Wage Order RO717 setting the minimum wage to Php327.
I have an establishment and I have an organizational
setup composed of rank and file employees, supervisors
and managers. I pay my rank and file minimum wage
(327), I pay my supervisors 500/day and I pay my
managers 1000/day.
Lets say 2 weeks from now there is a new wage order
fixing the minimum wage to Php500/day.
Is there Wage Distortion?
A: There is a wage distortion between rank and file
employees and supervisors, both receiving 500/day. The
supervisor is the aggrieved party in this situation.
Q: What is Wage Distortion?
A:
(July 9, 2013)
Continued from last meeting
Q: What solution is provided by law for Wage Distortion
in an Organized Establishments? The Step by step
procedure.
A:
Step 1: The union and the employer will try to resolve the
issue among themselves.
Step 2: If the parties will not be able to resolve the issue
by themselves, then they will refer it to the Grievance
Machinery and procedure incorporated under their CBA.
Page 19
They will be given a list of voluntary arbitrators from which they will
pick out those which they have chosen to be the arbitrators.
The labor arbiter in voluntary arbitration is chosen by the parties.
Page 20
Attys Situation:
A: (JP)
Article 128. Visitorial and enforcement power.
The Secretary of Labor and Employment or his duly authorized
representatives, including labor regulation officers, shall have access
to employers records and premises at any time of the day or night
whenever work is being undertaken therein, and the right to copy
therefrom, to question any employee and investigate any fact,
condition or matter which may be necessary to determine violations
or which may aid in the enforcement of this Code and of any labor
law, wage order or rules and regulations issued pursuant thereto.
Page 21
Attys Discussion:
The visitorial power would not be effective without the
enforcement. Thats why its called Visitorial
&Enforcement Power.
Take Note: Since the SOLE is only one, he would not have
time to inspect 1000+ establishments all over the country.
In the Philippines, the DOLE has established Regional
Offices nationwide; we also have an office in Cebu City. In
these Regional Offices they have a Labor Standard and
Enforcement Division (LSED), this is where we find the
Labor Inspectors, because the Regional Director cannot
also do the inspection himself, although he can do it, but
he can also delegate the power to the Labor Inspectors.
So the SOLE delegates the power to the Regional Director
(RD); The RD delegates the power to the Labor Insp. So
the Labor Inspector in most cases would be the
authorized rep of the SOLE and the RD, to inspect the
establishments.
These labor inspectors are Civil Service employees (Govt
Employees), they will visit the establishments and present
an ID and an Inspection Authority, signed by the RD.
The Inspection Authority will tell you the name of the
establishment and the date of inspection; it writes down
the parameters of the inspection.
B virtue of ART 128, they have access to the premises and
the employers records with the power to Copy the
records, at any time of the day or night. (Some
establishments are open at night, ex. Bars, BPOs)
Visitorial & Enforcement must be done during working
hours. If the establishment is closed, who will show them
the records, the Security Guard!?? Of course Not!
Q: So there is access to employment records. What is a
good example of an employment record for the
inspector to know whether the employer complied with
the law or not?
A: (JP)
(1) Payroll;
IRR Labor Code, Book III, Chapter X:
1.
2.
3.
4.
5.
6.
XXX
Page 22
Another instance where there is no more employeremployee relationship is when in the first place no such
relationship ever existed, applying the (4) Fold Test.
Page 23
Attys Discussion:
A: (Mel)
Article 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:
(a) 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;
(b) 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
A: (Karen) yes, the limit of 5000 does not apply to Art 128.
Art 128, Par (b)
XXX
Notwithstanding the provisions of Articles 129 and 217 of this Code to
the contrary, and in cases where the relationship of employeremployee still exists, XXX
Page 24
A: (May)
Page 25
Attys Situation:
If I am the employer and I hire you provided that every
15th of the month I will deduct your salary a sum of Php50
and then you agreed and gave your consent.
Q: Is it a legal deduction?
Attys Situation:
Im your employer, you asked for a cash advance and you
promise to pay on the 15th of the month of August, is it a
debt? Yes, this is a contract of loan which you have to pay
on the 15th.
A: Yes, apply Art 1706, Civil Code. The law states debts
due, since in August 15 your debt is due as well as your
salary, then the employer can withhold the employees
salary to the extent of the amount owed.
Q: Would the answer be the same if you promise to pay
me in December and I withhold your salary in August?
Under the law, if you file a suit against the employer, they
cannot discriminate upon you by withholding you wage
and reducing you pay and benefits, etc.
Q: Next, Article 119.
A: Yes, under Art 128 (f) and IRR, Book III, Rule X, Sec. 6,
11 & 12.
Page 26
Payment of wages by check or money order shall be allowed (1) when such
manner of payment is customary on the date of effectivity of this Code, or (2)
is necessary because of special circumstances as specified in appropriate
regulations to be issued by the Secretary of Labor and Employment or (3) as
stipulated in a collective bargaining agreement.
A: GR: No;
1.
2.
3.
Congson vs NLRC
RULING:
Petitioner's practice of paying the private respondents the minimum wage by
means of legal tender combined with tuna liver and intestines runs counter
to the above cited provision of the Labor Code. The fact that said method of
paying the minimum wage was not only agreed upon by both parties in the
employment agreement but even expressly requested by private
respondents, does not shield petitioner. Article 102 of the Labor Code is
clear. Wages shall be paid only by means of legal tender. The only instance
when an employer is permitted to pay wages informs other than legal
tender, that is, by checks or money order, is when the circumstances
prescribed in the second paragraph of Article 102 are present.
4.
Attys Discussion:
Wage paid in check is somewhat convenient example in
cases where you are to receive 15 days worth of wage
which is a lot of money; there is a tendency that it might
Page 27
4.
Attys Situation:
USC pays my salary only once a month, they pay my full
salary every 15th even if I havent finished the whole
month.
This is valid because the provision protects the employee
because he needs the money. In the above case, the
money is already supplied or paid in advance by the
employer, which is more than compliance.
Q: Based on the above situation, my wage has already
been paid in advance. If I become absent during the 2nd
half of the month, can the employer validly deduct my
next salary because of my absences?
A: (TJ) yes, since the employer already paid the full salary,
he can validly deduct the next salary minus the number of
days the employee was absent. This is in conformity with
the principle of Fair days wage for a fair days labor.
If you are absent they can deduct the amount
corresponding to the number of days you were absent.
Q: What are other requisite for payment thru ATMs?
A: (TJ)
Page 28
Q: Does the Labor Code fix when the hours of work start
in a day?
A: (Tristan)
ART. 83. Normal hours of work. -The normal hours of work of any
employee shall not exceed eight (8) hours a day.
A: Under RA 9231:
1.
Page 29
2.
3.
that such personnel work for six (6) days or forty-eight (48) hours
which case they shall be entitled to an additional compensation of at
least thirty percent (30%) of their regular wage for work on the sixth
day. For purposes of this Article, health personnel shall include
resident physicians, nurses, nutritionists, dieticians, pharmacists,
social workers, laboratory technicians, paramedical technicians,
psychologists, midwives, attendants and all other hospital or clinic
personnel.
Summary:
a. Below 15 years maximum (20) hours/week &
maximum of (4) hours per day;
b. 15 years above but less than 18 years maximum
(40) hours/week & maximum (8) hours/day;
c. Below 15 years cannot work between 8:00pm
6:00am;
d. 15 years above but less than 18 years cannot
work between 10:00pm 6:00am.
If these orders are violated, the employer shall face
criminal liabilities for violation of Worst forms of child
labor.
Page 30
(b) The employer shall determine and schedule the weekly rest day
of his employees subject to collective bargaining agreement and to
such rules and regulations as the Secretary of Labor may provide.
However, the employer shall respect the preference of employees
as to their weekly rest day when such preference is based on
religious grounds. (to accommodate members of the 7th day
Adventists and others
A: (May)
Page 31
Attys Discussion:
For those supplements or employment benefits granted
before the promulgation of the Labor Code apply Art 100
of the Code.
For benefits and supplements granted after the
promulgation of the Labor Code, you have to make a
distinction.
1. If it is granted in an employment contract then
you cannot withdraw the benefits simply because
doing so would violate the contract;
2. If it is granted in a company policy then you also
just cannot withdraw it because company policies
form part of every employees contract;
3. If it is granted by way of company practice.
Company Practice there is no expressed
policy but through a (1)long period of
time the company has been granting
these benefits (2)consistently,
deliberately and (3)does not involve an
error in the interpretation of law.
These benefits under company practice has ripen
into a vested right that cannot be merely
unilaterally withdrawn, diminished or reduced
without violating the principle of non-diminution
of benefits.
Page 32
Labor Code
Article 87. Overtime Work. Work may be performed beyond eight (8)
hours a day provided that the employee is paid for the overtime work an
additional compensation equivalent to his regular wage plus at least 25%
thereof. Work performed beyond eight hours on a holiday or rest day shall
be paid an additional compensation equivalent to the rate of the first eight
hours on a holiday or rest day plus at least 30% thereof.
Attys Situation:
Yesterday you only worked for 4 hours, today you work
for 12 hours. Are you entitled to overtime pay? YES; For
how many hours? Still 4 hours even though he only
worked for 4 hours yesterday.
Computation:
Ex.
Page 33
XXX
Work performed on any special holiday shall be paid an additional
compensation of at least thirty percent (30%) of the regular wage of
the employee. Where such holiday work falls on the employees
scheduled rest day, he shall be entitled to an additional
compensation of at least (50%) of his regular wage.
A: 12 Regular Holidays
The Administrative Code of the Philippines
(EO 292)
SEC. 26. Regular Holidays and Nationwide Special Days. (1) Unless
otherwise modified by law, order, or proclamation, the following
regular holidays and special days shall be observed in the country:
(a) Regular Holidays
1.
2.
3.
4.
5.
6.
XXX
Page 34
A: You get paid (1) his Holiday Premium; plus (2) his
Regular Daily Rate; plus (3) an additional (30%) premium
pay for working on a Rest Day. (230%)
(c) The grant of benefit in excess of that provided herein shall not be
made a subject of arbitration or any court or administrative action.
(e) Those who are already enjoying the benefit herein provided;
(f) Those enjoying vacation leave with pay of at least five days; and
Page 35
A: (Demi) Congress.
Q: Do we have an existing law passed by Congress that
fixes the Regular Holidays?
Labor Code
Article 96. Service charges. All service charges collected by hotels,
restaurants and similar establishments shall be distributed at the
rate of eighty-five percent (85%) for all covered employees and
fifteen percent (15%) for management. The share of the employees
shall be equally distributed among them. In case the service charge
is abolished, the share of the covered employees shall be considered
integrated in their wages.
IRR, Book III, Rule VI
Section 3. Distribution of service charges. All service charges
collected by covered employers shall be distributed at the rate of
85% for the employees and 15% for the management. The 85% shall
be distributed equally among the covered employees. The 15% shall
be for the disposition by management to answer for losses and
breakages and distribution to managerial employees at the
discretion of the management in the latter case.
Section 1. All employers are hereby required to pay all their rank-file
employees a 13th month pay not later than December 24 of every
year. With the removal of the ceiling P1, 000.00 all rank-andfile
employees are now entitled to a 13th month pay regardless of the
amount of basic salary that they received in a month, such
employees as entitled to the benefit regardless of their designation
or employment status and irrespective of method by which their
wages are paid provided that they have worked for at least 1 month
during the calendar year.
A: (Jorj) No.
Page 36
Attys Discussion:
Page 37
RA 8187
Section 5. Any person, corporation, trust, firm, partnership,
association or entity found violating this Act or the rules and
regulations promulgated thereunder shall be punished by a fine not
exceeding Twentyfive thousand pesos (P25,000) or imprisonment of
not less than thirty (30) days nor more than six (6) months. XXX
A: (JEPERSON!)
IRR of RA 8552
Section 34. Benefits. The adoptive parents shall, with respect to the
adopted child, enjoy all the benefits to which biological parents are
entitled. Maternity and paternity benefits and other benefits given
Page 38
A: since they are solo parents, it gives them more time for
their children since no other parent can help them.
The employee is given (7) days every year with pay for
Parental leave.
Article V, IRR
Section 19. Conditions for Entitlement of Parental Leave A solo
parent shall be entitled to parental leave provided that:
a.
b.
c.
Page 39
A: (Rem)
RA 8187, IRR
Page 40
Apart from the said minimum requirements, all health and non
health facilities, establishments or institutions may provide other
suitable facilities or services within the lactation station, all of which,
upon due substantiation, shall be considered eligible for purposes of
Section 14 of this Act.
Page 41
Lactation stations private, clean, sanitary, and wellventilated rooms or areas in the workplace or public
places where nursing mothers can wash up, breastfeed or
express their milk comfortably and store this afterward.
Section 10. Minimum Requirements in the Establishment of
Lactation Stations It is hereby mandated that health and non
health facilities, establishments or institutions, including public
places, shall establish lactation stations as appropriate.
Lactation stations shall be accessible to the breastfeeding women. It
shall be adequately provided with the necessary equipment and
facilities and other items, the standards of which shall be defined by
the Department of Health. The lactation station shall be clean, well
ventilated, comfortable and free from contaminants and hazardous
substances, and shall ensure privacy for the women to express their
On the third offense, a fine of not less than Five hundred thousand
pesos (Php500,000.00) but not more than One million pesos
(Php1,000,000.00) and the cancellation or revocation of the business
permits or licenses to operate.
Page 42
d.
e.
Requisites:
a. The claimant must be an employee or
househelper;
b. Must arise from an Employee-Employer
relationship;
c. The complaint does not include a claim for
reinstatement;
d. The aggregate money claim of each employee or
househelper does not exceed Php5000.
Q: Does the Labor Arbiter have jurisdiction over money
claims?
f.
Attys Situation:
So if the money claim involves Php8,000 and the
complaint is for underpayment of wages, the jurisdiction
is with the Labor Arbiter. This is regardless of whether
there is a claim for reinstatement or not.
Q: Does the Labor Arbiter have jurisdiction over a
complaint of non-payment of 13th month pay in the sum
of Php4,000 with a claim for reinstatement?
A: Yes, the labor arbiter still has jurisdiction.
Art 217. XXX
c. If accompanied with a claim for reinstatement, those cases that
workers may file involving wages, rates of pay, hours of work and
other terms and conditions of employment; XXX
A: (Mich) Yes.
Article 217. Jurisdiction of the Labor Arbiters and the Commission.
Except as otherwise provided under this Code, the Labor Arbiters
shall have original and exclusive jurisdiction to hear and decide,
within thirty (30) calendar days after the submission of the case by
the parties for decision without extension, even in the absence of
stenographic notes, the following cases involving all workers,
whether agricultural or non-agricultural:
a.
b.
Page 43
A: Yes.
A: it depends:
Page 44
A: NLRC
REVIEW QUESTIONS
Page 45
-END-
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