Is this employment requirement legal? I always felt unworkable because it was a sum of money and indecent time to expect someone to stay in a company (especially the extra 6 months they expect from you, it just seems free) In any case, I see obligations as a form of job security. You can`t fire your wife because of education. If they fired her, their bond is null and void. Employment contracts are an essential part of activity in the Philippines and define the rights and obligations of employers and workers. Philippine law recognizes two categories of “cause”: a just cause and an authorized cause from which an employee`s contract can be terminated. A worker dismissed for “just cause” is not entitled to severance pay or severance pay, while workers dismissed for primary causes receive severance pay of at least half a month or one month`s salary per year of service, depending on the reason for dismissal. Normally, there is a link for training. But training should not be mandatory, as it is related. The number of years and penalties is quite high in the case of your wife. Under the law, workers are not entitled to legal sick leave. However, in practice, workers are granted sick leave through voluntary employer policy or collective agreements.
Before I have been required for two months of training in Japan Philippine social legislation requires workers and employers to contribute to the Social Security System (SSS), the National Health Insurance Program and the Home Development Mutual Fund, which covers illness, maternity, disability, retirement, death and funerals, health insurance and housing loans. Contribution rates are set on the basis of the employee`s monthly earnings. The employer cannot deduct its contribution share from the employee`s monthly contribution. Failure to make a contribution within the time limit may result in not only monetary liability, but also criminal sanctions against the employer. The current SSS contribution rate is 11 per cent of the monthly earnings of ₱16,000 (₱318), with the employer contribution rate being 7.37 per cent and the workers` contribution rate at 3.63 per cent. The Philippine labour code is the general labour law that governs the relationship between the employee and the employer and all employment-related issues in the country. The law applies to all Filipino joint ventures and enterprises, as well as to all working relationships between Filipino nationals and foreign companies in the country. Today, it seems that the loan lasts 3 years and it seems to me illegal In addition, Philippine labour law grants up to 78 days of paid maternity leave for female employees and 7 days of paid paternity leave for men – guarantee of equal rights for all. However, the right to overtime pay depends on the nature of a worker`s duties and obligations. The following workers are not entitled to overtime pay or other minimum working conditions set out in the labour code.
As a general rule, employment contracts are in English, but an employer must provide an alternating contract to filipino if a worker is a Filipino national – in order to properly communicate the exact terms of the contract.