Private sector eyes flexible work arrangements
Tacloban City (February 15) -- As a measure against the adverse effects of the global economic crisis, employers and workers in the private sector may mutually adopt the implementation of flexible work schedule subject to the guidelines issued by the Department of Labor and Employment.
Labor and Employment Secretary Marianito D. Roque recently issued the DOLE Department Advisory No. 2. Series of 2009 which 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.
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.
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.
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.
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 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.
DOLE has identified flexible work arrangements which labor and management may consider. These include 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.
Also included are the 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.
The others are Broken-time schedule wherein the work schedule is not continuous but the work hours within the day or week remain; and 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. (PIA 8) [top]