Paying Your Employees on their Regular Holidays
If you are an employer or you run your own business, there are some areas you need to know especially in terms of paying your employees based on the declared holidays.
Why is it so?
So you don't find yourself in embarrassment or be naïve about such information. You don't want to wake up one day that your employees are demanding for pay(s) that you missed in giving. Worst, you also don't want to end up working alone in your company because your staff or your employees have decided not to report for work anymore due to your failure to pay what is due for.
We will be giving you helpful items to go over with.
Here is something you'd like to check about Coverage. Such benefits shall apply to all employees except those:
* Of the government and any of the political subdivisions, including government-owned and controlled corporations
* Also, those of retail and service establishments regularly employing less than ten (10) workers
* Domestic helpers and persons in the personal service of another
* Managerial employees
* Field personnel and other employees whose time and performance is unsupervised by the employer including those who are engaged on task or contract basis, purely commission basis or those who are paid a fixed amount for performing work irrespective of the time consumed in the performance then.
For your guidance, there are ten (10) Regular Holidays in a year supported by Executive Order No. 203:
New Year - January 1
Maundy Thursday - Movable Date
Good Friday - Movable Date
Araw ng Kagitingan - April 19
Labor - May 1
Independence Day - June 12
National Heroes Day - Last Sunday of August
Bonifacio Day - November 30
Eidul Fitre - Movable Date
Christmas Day - December 25
Rizal Day - December 30
Note on these regular holidays, the following rules apply: One hundred percent (100%) should be paid for an employee even if he or she is not required to report on such a date especially if the company do not have Saturday work, whatsoever. If the employee did report for work, two hundred percent (200%) should apply on the first eight (8) hours and in excess of eight (8) hours an additional thirty percent (30%) of the hourly rate on the said day.
However, if the day falls on an employee's rest day and is not required to work, one hundred (100%) also applies, but if the employee is around, an additional thirty percent (30%) of two hundred percent (200%) applies. In excess of eight (8) hours, plus thirty percent (30%) of the hourly rate on such date.
For declared special days such as special non-working holiday, special public holiday, special national holiday, in addition to the two (2) nationwide special days (November 1-All Saints Day and December 31-the last day of the year) under EO 203 as amended, the following rules apply: If the day is on a Saturday or Sunday or a weekend (which your company do not have those working days), the no pay policy shall apply, unless there is a favorable company policy, practice or collective bargaining agreement (CBA) granting payment on a special day.
These are just basic things you need to know in paying your employees for their regular holidays. To know more about this topic, you may visit http://www.gov.ph/faqs/labor_holiday.asp.