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Wednesday, February 04, 2009

DOLE advisory on flexible work arrangements out

The Department of Labor and Employment issued an advisory on the adoption of flexible work arrangements to guide employers and workers in the private sector in implementing mutually acceptable work schedules as a measure against the adverse impact of the global financial crisis.
Labor and Employment Secretary Marianito D. Roque said the DOLE Department Advisory No. 2, series of 2009, provides for the guidelines on the adoption of various flexible work arrangements for labor and management wanting to implement such arrangements as a coping mechanism and remedial measure in mitigating the impact of the financial crisis on their business operations and the entire economy.
Roque said the adoption of flexible arrangements should be anchored on voluntary basis, and, thus, must have the consent of both labor and management. He, nonetheless, urged employers and workers to consider adopting such arrangements as a better alternative rather than outright termination of the workers╩╝ services and total closure of their establishment.
He said that flexibility in the work schedules of workers is beneficial as it allows reduction of business costs while saving jobs and maintaining competitiveness and productivity in industries.
The DOLE Chief also said that in implementing flexible work arrangements, employers and workers are encouraged to explore alternative schemes under any agreement and company policy or practice in order to cushion and mitigate the effect of the loss of income of the workers.

He stressed, however, that prior to implementation, the employer should notify the DOLE Regional Office which has jurisdiction over the workplace, of the adoption of any flexible work arrangements.
He said all the DOLE Regional Offices have been directed to visit establishments wanting to adopt flexible work arrangements and validate whether their adoption is in accordance with the DOLE Advisory.
The flexible work arrangements which labor and management may consider are the following:
Compressed Workweek wherein the normal workweek is reduced to less than six days but the total number of work hours of 48 hours per week shall remain. The normal workday is increased to more than eight hours but not to exceed 12 hours, without corresponding overtime premium. The concept can be adjusted accordingly depending on the normal workweek of the company pursuant to the provisions of Department Advisory No. 02, series of 2004, dated 2 December 2004.

Reduction of Workdays wherein the normal workdays per week are reduced but should not last for more than six months.

Rotation of Workers wherein the employees are rotated or alternately provided work within the workweek.

Forced Leave wherein the employees are required to go on leave for several days or weeks utilizing their leave credits if there are any.

Broken-time schedule wherein the work schedule is not continuous but the work hours within the day or week remain.

Flexi-holidays schedule wherein the employees agree to avail the holidays at some other days provided there is no diminution of existing benefits as a result of such arrangement.

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