WHAT YOU MUST KNOW IN SECURING A BUILDING PERMIT
BUILDING PERMIT
A Building Permit is a document issued by the Building Official to an owner/applicant to proceed with the construction, installation, addition, alteration, renovation, conversion, repair, moving, demolition or other work activity of a specific project/building/structure or portions thereof, upon the approval of the accompanying principal plans, specifications and other pertinent documents with the duly notarized application, which will be found satisfactory and substantially conforming with the National Building Code of the Philippines and its Implementing Rules and Regulations. (PD 1096)
Under Chapter 3, Sec. 301 of PD 1096, No person, firm or corporation, including any agency of the government is allowed to construct, alter, repair, convert, use, occupy, move, demolish and add any building/structure or any portion thereof or cause the same to be done, without first obtaining a building permit from the Building Official assigned in the place where the subject building/structure is located or to be erected.
The permit shall expire and becomes null and void if the building or work authorized therein is not commenced within a period of 1 year from the date of such permit, or if the building or work so authorized is suspended or abandoned at any time after it has been commenced, for a period of 120 days.
Steps
Requirements
Fees
1. Secure Building Permit Application Forms
a. Ask for building permit application forms with the list of requirements.
1. Duly accomplished DPWH Form No. 77-001B, No.77-01S, No. 77-001(Building, Sanitary/ Plumbing Electrical, Mechanical) - 5 copies
Please refer to P.D. 1096 (National Building Code of the Phil.) or Tax Ordinance No. 1 Series of 1993
2.Secure 1st Endorsement to Other Offices Agencies
a. Present the plans and the required supporting documents (except clearance from other regulatory agencies) to any member of the Building Staff for initial verification of the requirements. b. Then, an endorsement to other offices/ agencies (Bureau of Fire Protection, DENR, DOLE, etc.) will be given to you so that you can start securing other required clearances.
2. Transfer of Certificate of Title (TCT) or Real Property Tax Declaration or Deed of Absolute Sale and Tax Receipt for the current year it the lot is owned by the applicant/owner of the building. - 5 Copies
3. Contract of Lease or Written Consent of the Owner/Administrator or Contract to Purchased or Certificate of Award in case of government lots, if the applicant is not the owner of the lot. - 5 Copies
3. Submit complete Requirements (with clearances)
a. After securing clearances from other regulatory agencies, submit all plans and documents to the receiving section.
4. Estimated Cost of the Proposed Work. (Bill of Materials) - 5 Copies
4.Evaluation and Assessment
a. Building Staff evaluates the plans
5. Five sets of corresponding plans and specifications prepared, signed and sealed by a duly licensed Architect or Civil Engineer in case of Architectural Structural Plans by Registered Mechanical Engineer in case of Mechanical Plans and by Registered Electrical Engineer in case of Electrical Plans by a Licensed Sanitary Engineer or Plumber in case of Plumbing or Sanitary installation plans in those exempted or not required by the Building Official.
5. Inquiry on the Status of Application
a. Inquire about the result of evaluation and assessment after 1 day. b. If there are no deficiencies, proceed to Step 8.
6. Structural Design Analysis – 5 sets For three (3) stories and above, Boring tests and if necessary, Load tests shall be required in accordance with the applicable latest provisions of the National Structural Code of the Phil.(NSCP)
6. Returned Plans and Documents
Get the plans and documents that need correction. You will be also informed about lacking documents, if any.
7. Application for Locational Clearance/ Certificate of Zoning Compliance.- 5 Copies
8. Certificate of Locational Clearance. - 5 Copies
9. Receipt of Zoning Fee. - 5 Copies
10. Decision of Zoning. - 5 Copies
11. City Fire Marshall Endorsement. - 5 Copies For the compliance of the Fire Code of the Phil.
7. Submit lacking Documents/Corrected Plans & Review of Corrected Plans / Documents
a. Submit lacking Documents/Corrected plans & Review of Corrected Plans/Documents b. The technical staff reviews the corrected plans and checks completeness of documents
12.Submission of Construction Logbook. (1)
13. Assessment of Building Permit Fees. - 5 Copies
14. Receipt of Building Permit. - 5 Copies
15. Receipt of Sign Board. - 1 Copy
16. Approval of the Building Official.
8. Pay Building Permit Fee & Sign Board
Proceed to the City Treasurer's Office and pay the required fees to a Revenue Collection Clerk. Wait for your Official Receipt
Building Permit Fee – Dimensions of the building/plan Sign Board P200.00
9. Processing of Permits
a. Go back to the office of the City Building Official; and submit your Official Receipt. b. Building staff processes the plans and pertinent documents for final approval of the City Building Official.
10. Approval of Permit
Building Official approves the building permit.
11. Release of Permit
IMPORTANT NOTES TO REMEMBER - PLEASE READ
Securing Other Building-related Permits
*Before the renovation, construction or demolition of any structure, the Office of the City Engineer & Building Official, issues other permits that are required aside from a building permit.
Steps
Types of Permits/Requirements
Fees
1.Secure Application forms
Request for the relevant permit forms from any member of the Building Staff.
ELECTRICAL PERMIT FOR INDIGENOUS DWELLINGS
This document is required prior to putting up new or additional, or altering electrical installations involving less than 20 outlets or a capacity of 4 kW. For new buildings, this forms part of the requirements for a Building Permit application. Duly accomplished DPWH form NO. 77-001E - 5 Copies
a. Transfer of Certificate of Title (TCT) or the Real Property Tax b. Declaration or Deed of Absolute Sale and Tax Receipt for the current year if the lot is owned by the applicant / owner of the building. (5-copies)
c. Contract of Lease or Written Consent of the owner / administrator or contract to purchased of Award in case of government lots, if the applicant is not the owner of the lot. (5-copies)
d. Estimated Cost of the Proposed Work (Bill of Materials). (5-copies)
e. Five sets of corresponding plans and specifications (Electrical Lay-out, Schedule of loads and Computations, Riser Diagram) prepared, duly signed and sealed by a Professional Electrical Engineer except in those cases exempted or not required by the City Building Official (5-copies)
f. Location Plan, Site Development Plan, Perspective/ Picture of the Building prepared, signed and sealed by a duly licensed Architect or Civil Engineer except in those cases exempted or not required by the City Building Official. (5-copies)
g. Assessment of Electrical Permit Fees. (5-copies)
h. Receipt of Electrical Permit. (5-copies)
i. Approval of the Building Official.
Please refer to P.D. 1096 (National Building Code of the Phil.)
2.Submit requirements
Submit the duly accomplished application form and other documents to the staff in-charge of receiving.
MECHANICAL PERMIT
This is required prior to the installation of new or additional, removal or alteration of machinery of at least 20 HP. For new buildings, this forms part of the requirements for a Building Permit application.
a. Mechanical Permit Application Form duly signed & sealed by a professional Mechanical Engineer. - 5 Copies
b. Mechanical Plans and Specifications - 5 Copies
c. Bill of Materials and Cost Estimates - 5 Copies
3. Evaluation and Assessment
The technical staff evaluates and assesses the submitted plans and pertinent documents for compliance with the requirements of the building code, referral codes, laws and ordinances. If the documents are in order; the technical staff assesses the requisite fees.
SANITARY/PLUMBING PERMIT T
This document is required prior to the construction of new or additional, or altering existing plumbing installations, water supply, storm drainage, and water purification and sewerage treatment plants. For new buildings, this forms part of the requirements for a Building Permit application.
a. Sanitary/Plumbing Permit Application Form duly signed and sealed by a Sanitary Engineer or Master Plumber. - 5 Copies
b. Sanitary/Plumbing Plans and Specifications - 5 Copies
c. Bill of Materials and Cost Estimates. - 5 Copies
4. Payment of Fees
Proceed to the City Treasurer's Office and pay the requisite fees.
FENCING PERMIT
This is secured before the actual construction of a fence
a. XEROX COPY OF T.C.T - 5 Copies
b. XEROX COPY LOT / SITE PLAN - 5 Copies
c. XEROX COPY OF LATEST LAND TAX RECEIPT - 5 Copies
d. XEROX COPY OF CONTRACT OF LEASE (IF NOT VALIDLY OWNED BY APPLICANT) - 5 Copies
e. PERSPECTIVE / PLAN - 5 Copies
f. BILL OF MATERIALS - 5 Copies.
STRUCTURAL DESIGN (IF THE FENCE IS ABOVE 2 METERS) - 5 Copies
h. OTHER CLEARANCES (SPECIFY) - 5 Copies
5. Processing of Permits
Go back to the office of the City Building Official; and submit your Official Receipt. Building Staff processes the plans and pertinent documents for final approval of the City Building Official.
SIGN PERMIT
This is secured before the installation, erection, attachment, painting of any form of signages.
a. Sign Permit Form
b. Building Permit Form whenever there is concrete/steel structure
c. Structural analysis whenever there is concrete/ steel structure
d. Zoning clearance
e. DPWH Form No.77-001E whenever there is an electrical connection
f. Fire Clearance whenever there is an electrical connection
g. Sketch Plan of Signage/s to be installed/erected
h. Location/Vicinity Plan
i. Lot documents whenever it occupies a private lot
j. DPWH clearance (for national roads/highways)
6. Approval of Permit City
Building Official approves the permit.
DEMOLITION PERMIT
This is secured prior to the systematic dismantling or destruction of a building or structure in whole or in part.
a. Demolition Permit Form - 5 Copies
b. Sketch Plan of area to be demolished - 5 Copies
c. Certificate of Real Property Tax Payment - 5 Copies
7. Release of Permit
Claim the approved permit.
EXCAVATION & GROUND PREPARATION PERMIT
This permit is secured prior to actual ground preparation and excavation after the building line is established. It shall also be a requirement for a Water Connection.
a. Accomplished Permit Form (MPW Form No. 77-014-B) For a. ACWD Connection purposes, present Accomplished ACWD Application Form. ROAD EXCAVATION PERMIT FOR PRIVATE & PUBLIC ROADS a. Accomplished Permit Form (MPW Form No. 77-014-B)
Source: Engr. Meinrado Metran-Ret. City Engineer/ Building Official
Friday, November 14, 2008
Sunday, October 19, 2008
Log Cabins Etc.
Pictures of very nice Log Cabins we hope and pray we are going to build in the future...yeheeeey!!!!pangarap lang!!!
Wednesday, October 15, 2008
this too shall pass
Today may be an ordinary day but there is much to thank for... a husband who will always loves me, a son who is soooo adorable and charming, great mom who naver fails to run to my side whenever I need a hug or unburden my pains, inlaws who is always supportive, a very colorful life full of chaos yet my little triumphs overcomes everything.
Monday, October 6, 2008
Panabo life
i only had nice memories of Panabo. when my dad became General Manager of the national Irrigation Administration, Panabo became our home sweet home. The sweetest indeed because that's where Ma'am Aldos our pre-school teacher is. Where we were taught our first piano lesson with ma'am Bibiolata and the late pastor Bibiolata. My kuya ram started his lifetime career as class P'rince Charming" and the "Most Clean" lifetime award.
Our transport service is courtesy of Manong Fred Payok (i wonder if he is still alive??) who brings us to this motorcross race every fiesta time at the back of Panabo Central Elementary School. Our National Bookstore in Panabo was Bugna store just infromt of Mary Knoll high School. Its where most of our school supplies are bought by mom after she visits here friend Mrs. Llana who has a rice granery just across the store.
I usually have my lunch with my favorite uncle Ramon Alojepan who was the owner of Holy Infant Clinic next to the Silahis Bakeshop who sells the most "biscotcho" in the whole municipality.
Manong fred services lots of kids. If im not mistaken my fellow pasengers were jhoanna Rose Gavina, Ochi Barrios, Weng and his kuyas, araceli mendoza, Marichelle Dulos and Fretzie. Then there was also a time when Arthur Castro and his kid brother was also with us.
I cannot forget when the flag pole of Ma'am aldos fell down because I hanged my bags and the rest of the stuff of my classmates courtesy of Jessica and his Kuya who always puts trash inside our bags.
How can I forget the Maanyag Beauty Parlor where Jessica cuts my hair every 3 months while mommy has her nails done by nang ester and her daughter. Piso lang ang saging sa Panabo!! One bunch of saging tondan costs only 1 peso and the marang 2.00.
My favorite teacher is Tita Mary Anne the ballerina who taught us grace and the basic rudiments of walking on tiptoe....by the way i destroyed her wooden tiled floor by splashing my drink aftter every week end practice.
My best buddy dancing partner is Donna May Llana. Kami yung itik itik dancers who performed at the Provincial covered court na naging terminal na ngayon. Mary Jane Lecias is our dress coordinator while her mom gives us free make up every recital...they used to have a store next to Maanyag parlor.
When Cory became president, my mom who was pregnant with my sister Tamie hanged yellow ribbons in an old acacia tree infront of our rented house at 733 national highway panabo owned by Lolo Derla. They were so kind to us they give us lots of fish every harvest with manang lerry who never forgets to give us tilapias and crabs.
Uncle Arthur Derla is the singer of all singer because whenever he is inside the compound "El Mondo" song is being played. Uncle Dennis who writes love letters to his sweet heart at the back of the big water tank. Lola Derla who reads stories and lolo derla who always asks us to get his pipe.
Gamao was our home sweet home. that's where our best friends live Gemmary, May-may Namuag, Ronan and his friends, Totong ...haaay dami nga eh...abot hanggang ibang phase kina Ednaren bravo.
Our transport service is courtesy of Manong Fred Payok (i wonder if he is still alive??) who brings us to this motorcross race every fiesta time at the back of Panabo Central Elementary School. Our National Bookstore in Panabo was Bugna store just infromt of Mary Knoll high School. Its where most of our school supplies are bought by mom after she visits here friend Mrs. Llana who has a rice granery just across the store.
I usually have my lunch with my favorite uncle Ramon Alojepan who was the owner of Holy Infant Clinic next to the Silahis Bakeshop who sells the most "biscotcho" in the whole municipality.
Manong fred services lots of kids. If im not mistaken my fellow pasengers were jhoanna Rose Gavina, Ochi Barrios, Weng and his kuyas, araceli mendoza, Marichelle Dulos and Fretzie. Then there was also a time when Arthur Castro and his kid brother was also with us.
I cannot forget when the flag pole of Ma'am aldos fell down because I hanged my bags and the rest of the stuff of my classmates courtesy of Jessica and his Kuya who always puts trash inside our bags.
How can I forget the Maanyag Beauty Parlor where Jessica cuts my hair every 3 months while mommy has her nails done by nang ester and her daughter. Piso lang ang saging sa Panabo!! One bunch of saging tondan costs only 1 peso and the marang 2.00.
My favorite teacher is Tita Mary Anne the ballerina who taught us grace and the basic rudiments of walking on tiptoe....by the way i destroyed her wooden tiled floor by splashing my drink aftter every week end practice.
My best buddy dancing partner is Donna May Llana. Kami yung itik itik dancers who performed at the Provincial covered court na naging terminal na ngayon. Mary Jane Lecias is our dress coordinator while her mom gives us free make up every recital...they used to have a store next to Maanyag parlor.
When Cory became president, my mom who was pregnant with my sister Tamie hanged yellow ribbons in an old acacia tree infront of our rented house at 733 national highway panabo owned by Lolo Derla. They were so kind to us they give us lots of fish every harvest with manang lerry who never forgets to give us tilapias and crabs.
Uncle Arthur Derla is the singer of all singer because whenever he is inside the compound "El Mondo" song is being played. Uncle Dennis who writes love letters to his sweet heart at the back of the big water tank. Lola Derla who reads stories and lolo derla who always asks us to get his pipe.
Gamao was our home sweet home. that's where our best friends live Gemmary, May-may Namuag, Ronan and his friends, Totong ...haaay dami nga eh...abot hanggang ibang phase kina Ednaren bravo.
Friday, October 3, 2008
me and dondi
Dondi only asks me 1 thing... making him a priority in my life. Simple things like thinking of him, his daily schedules and how i can be of help i anyway i can, understanding his weaknesses and strengths and be a simple loving person like the person that i was before we even got married It also means that I will think beyond basics and will seek to do things that I know will bless him and say loudly to him, “I love you”.
I read one article in a daily local news once and it said “If you express love in a way your spouse doesn’t understand, he or she won’t realize you’ve expressed your love at all”.
I try and strive to communicate to him just how important he is to me. Most of the time, disagreements come and go it's a basic thing for new couples like us this is so because maybe sometimes we both forgot that everyday we must try to encourage each other to make the other feel and know how special our partners are and how much we love them. Maybe if all couples will just try to think of their partners as equal..give respect to each other and be committed to the other then there would be no way that a couple must undergo separation, deceit or experience a failed relationship.
True, ours is not a bed of roses. sometimes it''s just so easy to think to better give up on the other but its not the best solution at all. God has put us both together for a reason and the reason is only one LOVE.
I read one article in a daily local news once and it said “If you express love in a way your spouse doesn’t understand, he or she won’t realize you’ve expressed your love at all”.
I try and strive to communicate to him just how important he is to me. Most of the time, disagreements come and go it's a basic thing for new couples like us this is so because maybe sometimes we both forgot that everyday we must try to encourage each other to make the other feel and know how special our partners are and how much we love them. Maybe if all couples will just try to think of their partners as equal..give respect to each other and be committed to the other then there would be no way that a couple must undergo separation, deceit or experience a failed relationship.
True, ours is not a bed of roses. sometimes it''s just so easy to think to better give up on the other but its not the best solution at all. God has put us both together for a reason and the reason is only one LOVE.
Saturday, September 20, 2008
Know your Rights
Know Your Rights
Holiday Pay
Premium Pay
Overtime Work
Wage and Wage-Related Benefit
Computation of Wages
Safe Working Condition
Leaves
Administration and Enforcement
Right to Self-Organization and Collective Bargaining
Workers' Participation and Tripartism
Social Legislations
On Labor Disputes
Where to Seek Remedies
Holiday Pay go to top
A. Coverage
This benefits shall apply to all employees except:
a) Those of the government and any of the political subdivisions, including government-owned and controlled corporations; b) Those of retail and service establishments regularly employing less that ten (10) workers;
c) Domestic helpers and persons in the personal service of another;
d) Managerial employees; and
e) Field personnel and other employees whose time and performance is unsupervised by the employer including those who are engaged on tasl or contract basis, purely commission basis or those who are paid a fixed amount fot performing work irrespective of the time consumed in the performance thereof.
A. Regular Holidays
Every employee covered by the Holiday Pay Rule is entitled to his daily basic wage for any unworked regular holiday. This means that the employee is entitled to at least 100% of his basic wage even if he/she did not report for work, provided he/she is present or is on leave of absence with pay on the work day immediately preceding the holiday.
Work performed on that day merits a least twice (200%) basic wage of the employee.
Illustration: Using the NCR minimum wage rate of P253.50 per day for non-agricultural sector effective 31 October 1999
For work with in 8 hours:
Plus 100% of the daily basic rate of 100% or a total of 200%
P223.50+100% thereof = P223.50 + P223.50 = P447.00
or
200% of P223.50 = 2.00 x P223.50 = P447.00
Where the holiday falls on the schedule rest day of the employee, work performed on said day merits at least an additional 30% of the employee's regular holiday rate of 200% or a total of at least 260% (please see III. Premium Pay).
There are ten (10) regular holidays in a year under Executive Order No. 203, namely:
New Year's Day January 1
Maundy Thursday Movable Date
Good Friday Movable Date
Araw ng Kagitingan April 9
Labor Day May 1
Independence Day June 12
National Hereos Day Last Sunday of August
Bonifacio Day November 30
Christmas Day December 25
Rizal Day December 30
C. National Special Days
All Saints Day November 1
Last Day of the Year December 31
(D. Muslim Holiday)
E. Special Days
Executive Order No. 203 list down two (2) special days that shall be observed in this country: All Saints Day (November 1), and the last day of the year (December 31). During special days, the principle of "no work, no, pay" applies and on such other special days as may be proclaimed as such by the President or by Congress.
Workers who were not required or permitted to work on those days are not by law entitled to any compensation. This, however, is without prejudice to any voluntary practice or provision in the Collective Bargaining Agreement (CBA) providing for payment of wages and other benefits for days declared as special days even if unworked.
On the other hand, work performed on special days merits additional compensation of not less than 30% on top of the basic pay or a total of 130% and at least 50% over and above the basic pay or total of 150% if the worker is permitted or suffered to work on said day which may be his/her schedule rest day (Plaese seeIII. Premium Pay)
F. Absences
a) All covered employees shall be entitled to holiday pay when they are on leave of absence with pay. Employees who are on leave of absence without pay on the day immediately preceding a regular holiday may not be paid the required holiday pay if they have not worked on such regulat holiday
b) Employers shall grant the same percentage of the holiday pay as the benefit granted by competent authority in the form of employee's compensation or sicial security payment whicever is higher, if they are not reporting for work while on such benefits.
c) Where the day immediately preceding the holiday is a non-working day in the establishment or the schedule rest day of the employee, he/she shall not be deemed to be on leave of absence on that day, in which case he/she shall be entitled to the holiday pay if he/she worked on the day immediately preceding the non-working day or rest day.
G. Temporary or Periodic Shutdown/Cessation of Work
In case of temporary or periodic shutdown and temporary cessation of work of an establishment, as when a yearly inventory or when the repair or cleaning of machineries and equipment is undertaken, the regular holidays falling within the period shall be compensated in accordance with the Rules Implementing the Labor Code.
H. Holiday Pay of Certain Employees
a) Where the covered employees is paid on piece rate basis, his/her holiday pay shall be less than his/her average daily earnings for the last seven (7) actual Working days preceding the regular holiday; Provided, however, that in no case shall that holiday pay be less than the applicable statutory minimum wage rate.
b) Seasonal workers may not be paid the required holiday pay during off-season when they are not at work.
c) Workers who do not have regular working days, such as stevedores, shall be entitled to this benefit.
Permium Pay go top
A. Definition of Premium Pay
Premium Pay refers to the additional compensation required by law for work performed within eight (8) hours on non-working days, such as rest days and special days.
B. Coverage
This benefit applies to all employees but not to the following persons;
a) Government employees whether employed by the National Goverment or any of its political sub-divisions, including those employed in government-owned and/or controlled corporations;
b) Management employees, if they meet all of the following conditions:
1) Their primary duty consists of the management of the establishment in which they are employed or of a department or sub-division thereof.
2) They customarily and regularly direct the work of two or more employees therein.
3) They have the authority to hire or fire other employees of lower rank; or their suggestions and recommendation as to hiring and firing and as to the promotion or any other change of status of other employees are given particular weight.
c) Officers or members of a managerial staff if they perform the following duties and responsibilities:
1) The primary duty consists of the performancce of work directly related to management policies of their employer;
2) Customarly and regularly exercise dicretion and independent judgment; and
3) i. Regularly and directly assist a proprietor or managerial employee whose primary duty consist of the management of the establishment in which he/she is employed or sub-division thereof, or
ii. execute under general supervision work along specialized or technical lines requiring special training, experience, or knowledge; or
iii. execute under general supervision, special assignment and tasks; and
4) Who do not devote more than 20% of their hours worked in a work week to activities which are not directly and closely related to the performance of the work described in paragrahps (1), (2) and (3) above.
d) Domestic servants and persons in the personal services of another.
e) Workers who are paid by result, including those who are paid on piece-work, "takay", "pakiao" or task basis, and other non-time work if thier output rates are in accordance with the standards prescribed in the regulations, or where such rates have been fixed by the Secretary of Labor and Employment.
f) Field personnel if they regulary perform their duties away from the principal or branch office or place of business of the employer and whose actual hours of work in the field cannot be determined with reasonable certainty
C. Premium Pay Rates
The minimum Statutory permium pay rates are as follows:
a) For work performed on rest days or on special days.
Plus 30% of the daily rate of 100% or a total of 130%
b) For work performed on a rest day which is also a special day
Plus 50% of the daily rate of 100% or a total of 150%
b) *For work performed on a regular holiday which is also the employee's rest day
Plus 30% of the regular holiday rate of 200% based on his daily basic wage rate or total of 260%
C. Illustration: Using P223.50 as daily basic rate (DBR)
a) 30% of P223.50 = .3 x 223.50 = P67.05
P223.50 + P67.05 = P290.55
or
130% of P223.50 = 1.3 x P223.50 = P 290.55
b) 50% of P223.50 = .5 x 223.50 = P111.75
P223.50 + P111.75 = P335.25
or
150% of P223.50 = 1.5 x P223.50 = P335.25
c) *200% of P223.50 + 30% of 200% of P223.50 = P447.00 + .3 x (2 x P223.50)
P447.00 + (.3 x 447)
P447.00 + 134.10 = P581.10
or
[(200% + (30% of 200%)] of P223.50 = (200% + 60%) of P223.50 =
260% of P223.50 = 2.6 x P223.50 = P581.10
*Not applicable to employees excepted in the holiday pay rule
Overtime Work go top
A. Definition of Overtime Work
Overtime work is work performed beyond eight (8) hours a day.
B. Coverage
Every employee who is entitled to premium pay is likewise entitled to the benefit of of overtime pay
C. Overtime Pay Rates
The minimum overtime pay rates vary according to the day the overtime work is performed, as follows:
a) For work in excess of eight hours performed on ordinary working days: Plus 25% of the hourly rate
b) For work in excess of eight hours performed on a schedule rest day, a special day and a regular holiday: Plus 30% of the hourly rate on said days.
Illustration: Using P223.50 as basic daily rate and P27.94 as basic hourly rate.
i.) Ovetime pay on an ordinary day
P27.94 + (25% of P27.94) = P27.94 + (0.25 x P27.94)
P27.94 + P6.98 = P34.92 OT/hour
or
125% of P27.94 = 1.25 x P27.94 = P34.92 OT/hour
ii.) Ovetime pay on rest day or on special day
130% of P27.94 + 30% of (130% of 27.94)
P36.32% + P10.90 = P47.22 OT.hour
or
130% of (130% of P27.94) = 1.3 x (1.3 x 27.94)=
1.3 x P36.32 = P47.22 OT/hour
c) Overtime pay on a rest day which falls on a special day
130% of (150% of 27.94) = 1.3 x (1.5 x P27. 94)
= 1.3 x P41.91 = P54.48 OT.hour
or
150% of 27.94 + 30% of (150% of 27.94)
P41.91 + P12.57 = P54.48 OT/hour
d) Overtime pay on a regular day
200% of P27.94 + 30% of (200% of 27.94)=
P55.88/hour + P16.76 = P72.64 OT.hour
or
130% of (200% of P27.94) = 1.3 x (2.0 x 27.94)=
1.3 x P55.88 = P72.64 OT/hour
e) Overtime pay on a rest day which falls on a regular day
260% of P27.94 + 30% of (260% of 27.94)=
P72.64/hour + P21.79 = P94.43 OT.hour
or
130% of (260% of P27.94) = 1.3 x (2.6 x 27.94)=
1.3 x P72.64 = P94.43 OT/hour
D. Stipulated Overtime Rates
Generally, the premium pay for work performed on rest days or on special days or regular holidays are included as part of the regular rate of the employee in the computation of overtime pay for overtime work rendered on said days especially if the employer pays only the minimum overtime rates prescribed by law.
The employees and employer, however, may stipulate in thier collective agreement payment for overtime work at rates higher than those provided by law.
Wage and Wage-Related Benefit go top
Wage is the amount paid to an employee in exchange for a task, piece of work, or service rendered to an employer. This includes overtime, night differential, rest day, holiday and 13th month pay. It also includes the fair and reasonable value of board, lodging and other facilities customarily furnished by the employer.
Computation of Wages go top
Computation of wages is governed by the following rules:
Computing Overtime:
On Ordinary Days
Number of hours in excess of 8 hours (125% x hourly rate)
On a rest day, special day or regular holiday
Number of hours in excess of 8 hours (130% x hourly rate)
Computing pay for work done on:
A special day (130% x basic pay)
A special day, which is also a scheduled rest day (150% x basic pay)
A regular holiday (200% x basic pay)
A regular holiday, which is also a scheduled day (260% x basic pay)
Computing Night Shift Premium Where Night Shift is a Regular Work
On Ordinary day (110% x basic hourly rate)
On a rest day, special day, regular holiday (110% of regular hourly rate for a rest day, special day, regular holiday)
Computing Overtime on Night Shift
On ordinary day (110%) x overtime hourly rate)
On rest day, special day or regular holiday (110% x overtime hourly rate for rest days, special days, regular holidays)
Computing 13th Month Pay
Total basic salary earned for the year exclusive of overtime, holiday, and night shift differential pay divided by 12 = 13th month pay.
Safe Working Condition go top
Employers must provide workers with every kind of on-the-job protection against injury, sickness or death through safe and healthful working conditions.
Protection includes provision of:
* Appropriate seats, lighting and ventilation;
* Adequate passageways, exits and fire fighting equipment;
* Separate facilities for men and women;
* Appropriate safety device like protective gears, masks, helmets, safety shoes, boots, coats or uniforms;
* Medicine, medical supplies or first aid kits;
* Free medial and dental services and facilities, the kind of which depends on the number of employees and the nature of the work.
Jobs may be hazardous or non-hazardous. Hazardous jobs are those which expose the employee to dangerous environment elements, including contaminants, radiation, fire, poisonous substances, biological agents and explosives, or dangerous processes or equipment including construction, mining, quarrying, blasting, stevedoring, mechanized farming and operating heavy equipment.
Leaves go top
The three types of leaves which an employer is obliged to extend to its employees are:
1. Service Incentive Leave (SIL), which refers to a five-day leave with pay to which an employee is entitled after one year of service. Unused SIL may be converted to cash at the end of each year of service, and the computation shall be the salary rate at the time of conversion.
2. Maternity Leave, which refers to the leave granted to the occasion of childbirth, abortion of miscarriage of a female member of the SSS who has paid at least three monthly contributions in the 12-month period immediately preceding her childbirth or miscarriage. During her maternity leave, the female employee shall be paid an allowance equivalent to her average monthly salary credit for 30 days in case of normal child-birth, abortion or miscarriage, or for 78 days in case of caesarian delivery. This allowance shall be advanced by the employer, subject to reimbursement from the SSS.
3. Paternity Leave, which allows a male employee a leave of seven days with full pay when his legitimate spouse gives birth or suffers miscarriage. It shall be enjoyed by the employee for the first four deliveries of his legitimate spouse.
Administration and Enforcement go top
Labor Standards are the minimum terms and conditions of employment fixed through the Labor Code, including wages and wage-related benefits and leaves. No employer is allowed to extend to its employees terms and conditions of employment below these standards.
Under the visitorial power, the Secretary of Labor and Employment through the Regional Director or an authorized representative can inspect or investigate the premises or records of the employer at any time whenever work is being undertaken. The power is intended to determine whether the employer is complying with labor standards or other obligations to its workers as prescribed by the Labor Code.
Through the Enforcement Power, the Secretary or Regional Director can 1.) order an employer, after due notice and hearing, to comply with labor standards; 2.) issue a writ of execution in case the employer does not honor the order of compliance; or 3.) stop work or suspend operations if the violation poses an imminent danger to the health and safety of workers. If work is stopped or suspended due to imminent danger, the employer has a right to a hearing, to be conducted within 24 hours from the time work or operations is stopped. The hearing is to determine whether or not it is safe for work operations to resume.
Right to Self-Organization and Collective Bargaining go top
The right to self-organization is the right of every worker, free of any interference from the employer or from government, to form or join any legitimate worker's organization, association or union of his or her own choice. Except those classified as managerial or confidential, all employees may form or join unions for purposes of collective bargaining and other legitimate concerted activities. An employee is eligible for membership in an appropriate union on the first day of his or her employment.
Collective Bargaining involves two parties: 1.) the representative of the employer, and 2.) a union duly authorized by the majority of the employees within a bargaining unit called exclusive bargaining agent. It is a process where the parties agree: 1.) to fix and administer terms and conditions of employment which must not be below the minimum standards fixed by law, and 2.) to set a mechanism for resolving their grievances.
The result of collective bargaining is a contract called collective bargaining agreement (CBA). A CBA generally has a term of five years. The provisions of a CBA may be classified as political or economic. Political provisions refer to those refer to those which define the coverage of the CBA and recognize the collective bargaining agent as the exclusive representative of the employees for the term of the CBA. Economic provisions refer to all terms and conditions of employment with a monetary value. Economic provisions have a term of five years but may be renegotiated before the end of the third year of affectivity for the CBA.
Workers' Participation and Tripartism go top
The ideal relationship of employees and employers is social partnership. They are expected to share primary responsibility in regulating their relations and settling their differences. They are encouraged to set-up labor-management councils and other mechanisms for fostering communications, consultation, cooperation and join decision making in the workplace.
Employees have a right to a just share in the fruits of production. Employers are entitled to reasonable returns on their investment and to expansion and growth. Both parties are encouraged to develop schemes to improve efficiency, competitiveness and productivity which result in increased outcomes for employees and long term sustainability for employers.
Workers have a right to participate in policy and decision making processes in matters directly affecting them. They have a right to take part in tripartite activities with government and employers organizations. Through their organizations, workers are entitled to representation in tripartite decision-making functions as defined by law, including fixing of wages and resolution of labor disputes.
Social Legislations go top
Social legislations are laws which provide social security benefits workers, generally through:
1.) income substitutes in case they suffer contingencies resulting in temporary or permanent loss of earning capacity;
2.) also rehabilitation assistance for work-related disability;
3.) financial assistance or allowance for death or sickness;
4.) old age pensions in case of retirement; and
5.) credit access for social needs.
Social security benefits are sources from a common fund sustained bye contributions from employers or employees or both. The main social security programs are:
1.) the Employees Compensation Program, which provides employees and dependents with tax-exempt income and medical benefits in case of work connected disability or death;
2.) the Social Security Program, which provides tax-exempt benefits for employees and their families in case of disability, sickness, old age or death;
3.) the Housing Program, which provides employees who are members of SSS housing loans.
Also a part of social legislation is the retirement law, which provides retirement benefits equivalent to 22.5 days salary for every year of service for optional retirement at 60 under RA 7641 or under applicable agreement or for compulsory retirement at age 65.
For underground mine employees, optional retirement at 50 under RA7641 as amended by RA 8558; compulsory at 60.
On Labor Disputes go top
A Labor Dispute is any controversy or matter concerning the association or representation of persons for purposes of collective bargaining, or concerning terms or conditions of employment, including violations of labor standards, labor relations, and welfare and social laws.
Types of Disputes
A labor dispute may be between:
1.) the employer and its employees or employee's organizations'
2.) two associations of employees; and
3.) members of employees' organizations.
Labor Standard Disputes include non-payment or under-payment of wages and wage-related benefits and violations of health and safety standards.
Labor Relations Dispute include employee discipline or dismissals, unfair labor practices, disputes arising from the right of unions to represent employees for purposes of bargaining, bargaining deadlocks, strikes and lockouts, contract administration, and personnel policy disputes.
Welfare and Social Legislations Disputes refer to claims arising from failure of the employer to comply with its social and welfare obligations under the law, such as remittance of SSS premiums and ECC contributions, or failure to pay social benefits including maternity pay, medicare and disability compensation.
Where To Seek Remedies go top
Labor Standards Disputes, including simple money claims not exceeding P5,000.00, which arises out of employee-employer relations- the Regional Office (RO) of the DOLE.
Labor Relations Disputes, particularly illegal dismissals with or without claim for reinstatement, unfair labor practices, strikes and lockouts and claims of damages - the labor Arbiter in the Regional Arbitration Branches of NLRC.
Union Representation - the Med-Arbiter of the DOLE-RO.
Intra-Union Disputes and Cancellation of Union Registration - the DOLE-RO or the Bureau of Labor Relations.
Bargaining Deadlocks Needing Conciliation and Mediation - the Regional Branches of NCMB.
CBA Administration Disputes Involving Personnel Policies - the Grievance Machinery at the establishment, if any, then with the regional branches of the NCMB.
Social Legislation Disputes - the Regional Branches of the ECC or the SSS.
source: http://www.evis.net.ph/~dole8/KYR.html
Holiday Pay
Premium Pay
Overtime Work
Wage and Wage-Related Benefit
Computation of Wages
Safe Working Condition
Leaves
Administration and Enforcement
Right to Self-Organization and Collective Bargaining
Workers' Participation and Tripartism
Social Legislations
On Labor Disputes
Where to Seek Remedies
Holiday Pay go to top
A. Coverage
This benefits shall apply to all employees except:
a) Those of the government and any of the political subdivisions, including government-owned and controlled corporations; b) Those of retail and service establishments regularly employing less that ten (10) workers;
c) Domestic helpers and persons in the personal service of another;
d) Managerial employees; and
e) Field personnel and other employees whose time and performance is unsupervised by the employer including those who are engaged on tasl or contract basis, purely commission basis or those who are paid a fixed amount fot performing work irrespective of the time consumed in the performance thereof.
A. Regular Holidays
Every employee covered by the Holiday Pay Rule is entitled to his daily basic wage for any unworked regular holiday. This means that the employee is entitled to at least 100% of his basic wage even if he/she did not report for work, provided he/she is present or is on leave of absence with pay on the work day immediately preceding the holiday.
Work performed on that day merits a least twice (200%) basic wage of the employee.
Illustration: Using the NCR minimum wage rate of P253.50 per day for non-agricultural sector effective 31 October 1999
For work with in 8 hours:
Plus 100% of the daily basic rate of 100% or a total of 200%
P223.50+100% thereof = P223.50 + P223.50 = P447.00
or
200% of P223.50 = 2.00 x P223.50 = P447.00
Where the holiday falls on the schedule rest day of the employee, work performed on said day merits at least an additional 30% of the employee's regular holiday rate of 200% or a total of at least 260% (please see III. Premium Pay).
There are ten (10) regular holidays in a year under Executive Order No. 203, namely:
New Year's Day January 1
Maundy Thursday Movable Date
Good Friday Movable Date
Araw ng Kagitingan April 9
Labor Day May 1
Independence Day June 12
National Hereos Day Last Sunday of August
Bonifacio Day November 30
Christmas Day December 25
Rizal Day December 30
C. National Special Days
All Saints Day November 1
Last Day of the Year December 31
(D. Muslim Holiday)
E. Special Days
Executive Order No. 203 list down two (2) special days that shall be observed in this country: All Saints Day (November 1), and the last day of the year (December 31). During special days, the principle of "no work, no, pay" applies and on such other special days as may be proclaimed as such by the President or by Congress.
Workers who were not required or permitted to work on those days are not by law entitled to any compensation. This, however, is without prejudice to any voluntary practice or provision in the Collective Bargaining Agreement (CBA) providing for payment of wages and other benefits for days declared as special days even if unworked.
On the other hand, work performed on special days merits additional compensation of not less than 30% on top of the basic pay or a total of 130% and at least 50% over and above the basic pay or total of 150% if the worker is permitted or suffered to work on said day which may be his/her schedule rest day (Plaese seeIII. Premium Pay)
F. Absences
a) All covered employees shall be entitled to holiday pay when they are on leave of absence with pay. Employees who are on leave of absence without pay on the day immediately preceding a regular holiday may not be paid the required holiday pay if they have not worked on such regulat holiday
b) Employers shall grant the same percentage of the holiday pay as the benefit granted by competent authority in the form of employee's compensation or sicial security payment whicever is higher, if they are not reporting for work while on such benefits.
c) Where the day immediately preceding the holiday is a non-working day in the establishment or the schedule rest day of the employee, he/she shall not be deemed to be on leave of absence on that day, in which case he/she shall be entitled to the holiday pay if he/she worked on the day immediately preceding the non-working day or rest day.
G. Temporary or Periodic Shutdown/Cessation of Work
In case of temporary or periodic shutdown and temporary cessation of work of an establishment, as when a yearly inventory or when the repair or cleaning of machineries and equipment is undertaken, the regular holidays falling within the period shall be compensated in accordance with the Rules Implementing the Labor Code.
H. Holiday Pay of Certain Employees
a) Where the covered employees is paid on piece rate basis, his/her holiday pay shall be less than his/her average daily earnings for the last seven (7) actual Working days preceding the regular holiday; Provided, however, that in no case shall that holiday pay be less than the applicable statutory minimum wage rate.
b) Seasonal workers may not be paid the required holiday pay during off-season when they are not at work.
c) Workers who do not have regular working days, such as stevedores, shall be entitled to this benefit.
Permium Pay go top
A. Definition of Premium Pay
Premium Pay refers to the additional compensation required by law for work performed within eight (8) hours on non-working days, such as rest days and special days.
B. Coverage
This benefit applies to all employees but not to the following persons;
a) Government employees whether employed by the National Goverment or any of its political sub-divisions, including those employed in government-owned and/or controlled corporations;
b) Management employees, if they meet all of the following conditions:
1) Their primary duty consists of the management of the establishment in which they are employed or of a department or sub-division thereof.
2) They customarily and regularly direct the work of two or more employees therein.
3) They have the authority to hire or fire other employees of lower rank; or their suggestions and recommendation as to hiring and firing and as to the promotion or any other change of status of other employees are given particular weight.
c) Officers or members of a managerial staff if they perform the following duties and responsibilities:
1) The primary duty consists of the performancce of work directly related to management policies of their employer;
2) Customarly and regularly exercise dicretion and independent judgment; and
3) i. Regularly and directly assist a proprietor or managerial employee whose primary duty consist of the management of the establishment in which he/she is employed or sub-division thereof, or
ii. execute under general supervision work along specialized or technical lines requiring special training, experience, or knowledge; or
iii. execute under general supervision, special assignment and tasks; and
4) Who do not devote more than 20% of their hours worked in a work week to activities which are not directly and closely related to the performance of the work described in paragrahps (1), (2) and (3) above.
d) Domestic servants and persons in the personal services of another.
e) Workers who are paid by result, including those who are paid on piece-work, "takay", "pakiao" or task basis, and other non-time work if thier output rates are in accordance with the standards prescribed in the regulations, or where such rates have been fixed by the Secretary of Labor and Employment.
f) Field personnel if they regulary perform their duties away from the principal or branch office or place of business of the employer and whose actual hours of work in the field cannot be determined with reasonable certainty
C. Premium Pay Rates
The minimum Statutory permium pay rates are as follows:
a) For work performed on rest days or on special days.
Plus 30% of the daily rate of 100% or a total of 130%
b) For work performed on a rest day which is also a special day
Plus 50% of the daily rate of 100% or a total of 150%
b) *For work performed on a regular holiday which is also the employee's rest day
Plus 30% of the regular holiday rate of 200% based on his daily basic wage rate or total of 260%
C. Illustration: Using P223.50 as daily basic rate (DBR)
a) 30% of P223.50 = .3 x 223.50 = P67.05
P223.50 + P67.05 = P290.55
or
130% of P223.50 = 1.3 x P223.50 = P 290.55
b) 50% of P223.50 = .5 x 223.50 = P111.75
P223.50 + P111.75 = P335.25
or
150% of P223.50 = 1.5 x P223.50 = P335.25
c) *200% of P223.50 + 30% of 200% of P223.50 = P447.00 + .3 x (2 x P223.50)
P447.00 + (.3 x 447)
P447.00 + 134.10 = P581.10
or
[(200% + (30% of 200%)] of P223.50 = (200% + 60%) of P223.50 =
260% of P223.50 = 2.6 x P223.50 = P581.10
*Not applicable to employees excepted in the holiday pay rule
Overtime Work go top
A. Definition of Overtime Work
Overtime work is work performed beyond eight (8) hours a day.
B. Coverage
Every employee who is entitled to premium pay is likewise entitled to the benefit of of overtime pay
C. Overtime Pay Rates
The minimum overtime pay rates vary according to the day the overtime work is performed, as follows:
a) For work in excess of eight hours performed on ordinary working days: Plus 25% of the hourly rate
b) For work in excess of eight hours performed on a schedule rest day, a special day and a regular holiday: Plus 30% of the hourly rate on said days.
Illustration: Using P223.50 as basic daily rate and P27.94 as basic hourly rate.
i.) Ovetime pay on an ordinary day
P27.94 + (25% of P27.94) = P27.94 + (0.25 x P27.94)
P27.94 + P6.98 = P34.92 OT/hour
or
125% of P27.94 = 1.25 x P27.94 = P34.92 OT/hour
ii.) Ovetime pay on rest day or on special day
130% of P27.94 + 30% of (130% of 27.94)
P36.32% + P10.90 = P47.22 OT.hour
or
130% of (130% of P27.94) = 1.3 x (1.3 x 27.94)=
1.3 x P36.32 = P47.22 OT/hour
c) Overtime pay on a rest day which falls on a special day
130% of (150% of 27.94) = 1.3 x (1.5 x P27. 94)
= 1.3 x P41.91 = P54.48 OT.hour
or
150% of 27.94 + 30% of (150% of 27.94)
P41.91 + P12.57 = P54.48 OT/hour
d) Overtime pay on a regular day
200% of P27.94 + 30% of (200% of 27.94)=
P55.88/hour + P16.76 = P72.64 OT.hour
or
130% of (200% of P27.94) = 1.3 x (2.0 x 27.94)=
1.3 x P55.88 = P72.64 OT/hour
e) Overtime pay on a rest day which falls on a regular day
260% of P27.94 + 30% of (260% of 27.94)=
P72.64/hour + P21.79 = P94.43 OT.hour
or
130% of (260% of P27.94) = 1.3 x (2.6 x 27.94)=
1.3 x P72.64 = P94.43 OT/hour
D. Stipulated Overtime Rates
Generally, the premium pay for work performed on rest days or on special days or regular holidays are included as part of the regular rate of the employee in the computation of overtime pay for overtime work rendered on said days especially if the employer pays only the minimum overtime rates prescribed by law.
The employees and employer, however, may stipulate in thier collective agreement payment for overtime work at rates higher than those provided by law.
Wage and Wage-Related Benefit go top
Wage is the amount paid to an employee in exchange for a task, piece of work, or service rendered to an employer. This includes overtime, night differential, rest day, holiday and 13th month pay. It also includes the fair and reasonable value of board, lodging and other facilities customarily furnished by the employer.
Computation of Wages go top
Computation of wages is governed by the following rules:
Computing Overtime:
On Ordinary Days
Number of hours in excess of 8 hours (125% x hourly rate)
On a rest day, special day or regular holiday
Number of hours in excess of 8 hours (130% x hourly rate)
Computing pay for work done on:
A special day (130% x basic pay)
A special day, which is also a scheduled rest day (150% x basic pay)
A regular holiday (200% x basic pay)
A regular holiday, which is also a scheduled day (260% x basic pay)
Computing Night Shift Premium Where Night Shift is a Regular Work
On Ordinary day (110% x basic hourly rate)
On a rest day, special day, regular holiday (110% of regular hourly rate for a rest day, special day, regular holiday)
Computing Overtime on Night Shift
On ordinary day (110%) x overtime hourly rate)
On rest day, special day or regular holiday (110% x overtime hourly rate for rest days, special days, regular holidays)
Computing 13th Month Pay
Total basic salary earned for the year exclusive of overtime, holiday, and night shift differential pay divided by 12 = 13th month pay.
Safe Working Condition go top
Employers must provide workers with every kind of on-the-job protection against injury, sickness or death through safe and healthful working conditions.
Protection includes provision of:
* Appropriate seats, lighting and ventilation;
* Adequate passageways, exits and fire fighting equipment;
* Separate facilities for men and women;
* Appropriate safety device like protective gears, masks, helmets, safety shoes, boots, coats or uniforms;
* Medicine, medical supplies or first aid kits;
* Free medial and dental services and facilities, the kind of which depends on the number of employees and the nature of the work.
Jobs may be hazardous or non-hazardous. Hazardous jobs are those which expose the employee to dangerous environment elements, including contaminants, radiation, fire, poisonous substances, biological agents and explosives, or dangerous processes or equipment including construction, mining, quarrying, blasting, stevedoring, mechanized farming and operating heavy equipment.
Leaves go top
The three types of leaves which an employer is obliged to extend to its employees are:
1. Service Incentive Leave (SIL), which refers to a five-day leave with pay to which an employee is entitled after one year of service. Unused SIL may be converted to cash at the end of each year of service, and the computation shall be the salary rate at the time of conversion.
2. Maternity Leave, which refers to the leave granted to the occasion of childbirth, abortion of miscarriage of a female member of the SSS who has paid at least three monthly contributions in the 12-month period immediately preceding her childbirth or miscarriage. During her maternity leave, the female employee shall be paid an allowance equivalent to her average monthly salary credit for 30 days in case of normal child-birth, abortion or miscarriage, or for 78 days in case of caesarian delivery. This allowance shall be advanced by the employer, subject to reimbursement from the SSS.
3. Paternity Leave, which allows a male employee a leave of seven days with full pay when his legitimate spouse gives birth or suffers miscarriage. It shall be enjoyed by the employee for the first four deliveries of his legitimate spouse.
Administration and Enforcement go top
Labor Standards are the minimum terms and conditions of employment fixed through the Labor Code, including wages and wage-related benefits and leaves. No employer is allowed to extend to its employees terms and conditions of employment below these standards.
Under the visitorial power, the Secretary of Labor and Employment through the Regional Director or an authorized representative can inspect or investigate the premises or records of the employer at any time whenever work is being undertaken. The power is intended to determine whether the employer is complying with labor standards or other obligations to its workers as prescribed by the Labor Code.
Through the Enforcement Power, the Secretary or Regional Director can 1.) order an employer, after due notice and hearing, to comply with labor standards; 2.) issue a writ of execution in case the employer does not honor the order of compliance; or 3.) stop work or suspend operations if the violation poses an imminent danger to the health and safety of workers. If work is stopped or suspended due to imminent danger, the employer has a right to a hearing, to be conducted within 24 hours from the time work or operations is stopped. The hearing is to determine whether or not it is safe for work operations to resume.
Right to Self-Organization and Collective Bargaining go top
The right to self-organization is the right of every worker, free of any interference from the employer or from government, to form or join any legitimate worker's organization, association or union of his or her own choice. Except those classified as managerial or confidential, all employees may form or join unions for purposes of collective bargaining and other legitimate concerted activities. An employee is eligible for membership in an appropriate union on the first day of his or her employment.
Collective Bargaining involves two parties: 1.) the representative of the employer, and 2.) a union duly authorized by the majority of the employees within a bargaining unit called exclusive bargaining agent. It is a process where the parties agree: 1.) to fix and administer terms and conditions of employment which must not be below the minimum standards fixed by law, and 2.) to set a mechanism for resolving their grievances.
The result of collective bargaining is a contract called collective bargaining agreement (CBA). A CBA generally has a term of five years. The provisions of a CBA may be classified as political or economic. Political provisions refer to those refer to those which define the coverage of the CBA and recognize the collective bargaining agent as the exclusive representative of the employees for the term of the CBA. Economic provisions refer to all terms and conditions of employment with a monetary value. Economic provisions have a term of five years but may be renegotiated before the end of the third year of affectivity for the CBA.
Workers' Participation and Tripartism go top
The ideal relationship of employees and employers is social partnership. They are expected to share primary responsibility in regulating their relations and settling their differences. They are encouraged to set-up labor-management councils and other mechanisms for fostering communications, consultation, cooperation and join decision making in the workplace.
Employees have a right to a just share in the fruits of production. Employers are entitled to reasonable returns on their investment and to expansion and growth. Both parties are encouraged to develop schemes to improve efficiency, competitiveness and productivity which result in increased outcomes for employees and long term sustainability for employers.
Workers have a right to participate in policy and decision making processes in matters directly affecting them. They have a right to take part in tripartite activities with government and employers organizations. Through their organizations, workers are entitled to representation in tripartite decision-making functions as defined by law, including fixing of wages and resolution of labor disputes.
Social Legislations go top
Social legislations are laws which provide social security benefits workers, generally through:
1.) income substitutes in case they suffer contingencies resulting in temporary or permanent loss of earning capacity;
2.) also rehabilitation assistance for work-related disability;
3.) financial assistance or allowance for death or sickness;
4.) old age pensions in case of retirement; and
5.) credit access for social needs.
Social security benefits are sources from a common fund sustained bye contributions from employers or employees or both. The main social security programs are:
1.) the Employees Compensation Program, which provides employees and dependents with tax-exempt income and medical benefits in case of work connected disability or death;
2.) the Social Security Program, which provides tax-exempt benefits for employees and their families in case of disability, sickness, old age or death;
3.) the Housing Program, which provides employees who are members of SSS housing loans.
Also a part of social legislation is the retirement law, which provides retirement benefits equivalent to 22.5 days salary for every year of service for optional retirement at 60 under RA 7641 or under applicable agreement or for compulsory retirement at age 65.
For underground mine employees, optional retirement at 50 under RA7641 as amended by RA 8558; compulsory at 60.
On Labor Disputes go top
A Labor Dispute is any controversy or matter concerning the association or representation of persons for purposes of collective bargaining, or concerning terms or conditions of employment, including violations of labor standards, labor relations, and welfare and social laws.
Types of Disputes
A labor dispute may be between:
1.) the employer and its employees or employee's organizations'
2.) two associations of employees; and
3.) members of employees' organizations.
Labor Standard Disputes include non-payment or under-payment of wages and wage-related benefits and violations of health and safety standards.
Labor Relations Dispute include employee discipline or dismissals, unfair labor practices, disputes arising from the right of unions to represent employees for purposes of bargaining, bargaining deadlocks, strikes and lockouts, contract administration, and personnel policy disputes.
Welfare and Social Legislations Disputes refer to claims arising from failure of the employer to comply with its social and welfare obligations under the law, such as remittance of SSS premiums and ECC contributions, or failure to pay social benefits including maternity pay, medicare and disability compensation.
Where To Seek Remedies go top
Labor Standards Disputes, including simple money claims not exceeding P5,000.00, which arises out of employee-employer relations- the Regional Office (RO) of the DOLE.
Labor Relations Disputes, particularly illegal dismissals with or without claim for reinstatement, unfair labor practices, strikes and lockouts and claims of damages - the labor Arbiter in the Regional Arbitration Branches of NLRC.
Union Representation - the Med-Arbiter of the DOLE-RO.
Intra-Union Disputes and Cancellation of Union Registration - the DOLE-RO or the Bureau of Labor Relations.
Bargaining Deadlocks Needing Conciliation and Mediation - the Regional Branches of NCMB.
CBA Administration Disputes Involving Personnel Policies - the Grievance Machinery at the establishment, if any, then with the regional branches of the NCMB.
Social Legislation Disputes - the Regional Branches of the ECC or the SSS.
source: http://www.evis.net.ph/~dole8/KYR.html
Sunday, July 27, 2008
Why do we say "30 years old", but "a 30-year-old man"?
by Rich Alderson
This pattern goes all the way back to Old English (alias
Anglo-Saxon). It's the same reason many of us say that someone is
"5 foot 2" rather than "5 feet 2".
The source of the idiom is the old genitive plural, which did not
end in -s, and did not contain a high front vowel to trigger umlaut
("foot" vs "feet"). When the ending was lost because of regular
phonetic developments, the pattern remained the same, and it now
seemed that the singular rather than the plural was in use.
This pattern goes all the way back to Old English (alias
Anglo-Saxon). It's the same reason many of us say that someone is
"5 foot 2" rather than "5 feet 2".
The source of the idiom is the old genitive plural, which did not
end in -s, and did not contain a high front vowel to trigger umlaut
("foot" vs "feet"). When the ending was lost because of regular
phonetic developments, the pattern remained the same, and it now
seemed that the singular rather than the plural was in use.
Sunday, July 13, 2008
how to Raise a Happy Toddler
Like any parent who wants the best for her children, Trish Bragg has done everything she can to make sure Isabel, Charlie, and Madeline are healthy, have plenty of stimulating activities to fill their day, and are loved unconditionally. Yet, like many, she struggles with parenting's million-dollar question: Are my kids happy? "Among all my friends, that's what we want to know," Bragg says.
What makes children happy may surprise you. Child development experts who study the subject say that happiness isn't something you can give a child like a prettily wrapped present. In fact, says Edward Hallowell, psychiatrist and author of The Childhood Roots of Adult Happiness, over-indulged children — whether showered with toys or shielded from emotional discomfort — are more likely to grow into teenagers who are bored, cynical, and joyless. "The best predictors of happiness are internal, not external," says Hallowell, who stresses the importance of helping kids develop a set of inner tools they can rely on throughout life.
The good news is you don't have to be an expert in child psychology to impart the inner strength and wisdom it takes to weather life's ups and downs. With patience and flexibility, any parent can lay the groundwork for a lifetime of happiness.
Learn to read the signs
When your child was a baby and toddler, you probably had a good sense of whether he was happy or sad. His face lit up in a huge smile when you came home, and he sobbed endlessly when the dog shredded his favorite blankie.
Now that he's older, his emotions are more complex. But fortunately, his ability to control them is growing stronger. Still, the outward signs of whether he's happy or unhappy aren't hard to read. A happy child smiles, plays, shows curiosity, socializes with other children, and doesn't need constant stimulation.
Conversely, says Hallowell, the signs of an unhappy child are clear: The child "is withdrawn, quiet, not eating very much, doesn't spontaneously get involved with other children, doesn't play, doesn't ask questions, doesn't laugh and smile, and has very spare speech."
If you have a naturally shy or introverted child who doesn't laugh or interact a lot, that doesn't mean he's unhappy. Shyness is not the same as sadness, but you'll have to work harder to read his signs. Hallowell says to be aware of any major changes in his behavior — becoming more isolated or fearful — that might suggest he's having problems you should pay attention to.
Paul C. Holinger, professor of psychiatry at Rush-Presbyterian-St. Luke's Medical Center in Chicago, has identified nine inborn "signals" that babies use to communicate their feelings. You can recognize these signals in your preschooler also. Two of the signals, "interest" and "enjoyment,", are positive feelings, while the negative signals, especially "distress," "anger," and "fear," add up to an unhappy child.
Most parents recognize that a fearful, easily upset child isn't a happy camper, but Holinger finds that many parents don't recognize that an angry child is usually expressing sadness. No matter the age, "anger is simply excessive distress," says Holinger. When your child hits his brother or yells "I hate you!" it means he's distressed beyond his ability to deal with it.
Your child probably has his own ways of showing you when he's going through a hard time. Some kids may withdraw, some may throw tantrums, and still others may become clingy. As you get to know your own child's temperament, you'll become better at learning the signs that something's not right in his world. For more insights into your child's natural temperament
What makes children happy may surprise you. Child development experts who study the subject say that happiness isn't something you can give a child like a prettily wrapped present. In fact, says Edward Hallowell, psychiatrist and author of The Childhood Roots of Adult Happiness, over-indulged children — whether showered with toys or shielded from emotional discomfort — are more likely to grow into teenagers who are bored, cynical, and joyless. "The best predictors of happiness are internal, not external," says Hallowell, who stresses the importance of helping kids develop a set of inner tools they can rely on throughout life.
The good news is you don't have to be an expert in child psychology to impart the inner strength and wisdom it takes to weather life's ups and downs. With patience and flexibility, any parent can lay the groundwork for a lifetime of happiness.
Learn to read the signs
When your child was a baby and toddler, you probably had a good sense of whether he was happy or sad. His face lit up in a huge smile when you came home, and he sobbed endlessly when the dog shredded his favorite blankie.
Now that he's older, his emotions are more complex. But fortunately, his ability to control them is growing stronger. Still, the outward signs of whether he's happy or unhappy aren't hard to read. A happy child smiles, plays, shows curiosity, socializes with other children, and doesn't need constant stimulation.
Conversely, says Hallowell, the signs of an unhappy child are clear: The child "is withdrawn, quiet, not eating very much, doesn't spontaneously get involved with other children, doesn't play, doesn't ask questions, doesn't laugh and smile, and has very spare speech."
If you have a naturally shy or introverted child who doesn't laugh or interact a lot, that doesn't mean he's unhappy. Shyness is not the same as sadness, but you'll have to work harder to read his signs. Hallowell says to be aware of any major changes in his behavior — becoming more isolated or fearful — that might suggest he's having problems you should pay attention to.
Paul C. Holinger, professor of psychiatry at Rush-Presbyterian-St. Luke's Medical Center in Chicago, has identified nine inborn "signals" that babies use to communicate their feelings. You can recognize these signals in your preschooler also. Two of the signals, "interest" and "enjoyment,", are positive feelings, while the negative signals, especially "distress," "anger," and "fear," add up to an unhappy child.
Most parents recognize that a fearful, easily upset child isn't a happy camper, but Holinger finds that many parents don't recognize that an angry child is usually expressing sadness. No matter the age, "anger is simply excessive distress," says Holinger. When your child hits his brother or yells "I hate you!" it means he's distressed beyond his ability to deal with it.
Your child probably has his own ways of showing you when he's going through a hard time. Some kids may withdraw, some may throw tantrums, and still others may become clingy. As you get to know your own child's temperament, you'll become better at learning the signs that something's not right in his world. For more insights into your child's natural temperament
Angelina Jolie gives birth to twins
Sun Jul 13, 1:53 AM ET
PARIS - Angelina Jolie's doctor says the actress has given birth to a girl and a boy.
ADVERTISEMENT
Dr. Michel Sussmann told The Associated Press that Jolie, the babies and Jolie's partner, Brad Pitt, "are doing marvelously well."
Sussmann confirmed a report in the local Nice Matin newspaper that Jolie gave birth to a boy, Knox Leon, and a girl, Vivienne Marcheline, by Cesarian section on Saturday night.
He told the AP on Sunday morning that the boy weighed 5.03 pounds and the girl 5 pounds.
from Yahoo News!!
PARIS - Angelina Jolie's doctor says the actress has given birth to a girl and a boy.
ADVERTISEMENT
Dr. Michel Sussmann told The Associated Press that Jolie, the babies and Jolie's partner, Brad Pitt, "are doing marvelously well."
Sussmann confirmed a report in the local Nice Matin newspaper that Jolie gave birth to a boy, Knox Leon, and a girl, Vivienne Marcheline, by Cesarian section on Saturday night.
He told the AP on Sunday morning that the boy weighed 5.03 pounds and the girl 5 pounds.
from Yahoo News!!
Monday, June 23, 2008
Dealing with Crying
Ways You should look Beyond Crying
Almost always, we're often told that we should not let our emotions be expressed in the workplace. Sabi nila, when we cry at work, we tend to creat confusion and tend to upset those around us or people working with us.
People will make up reasons for you like: Did somebody hurt her? was she fired? what have she done this time??? It's another case of "Parting Time" blues, is she feeling well???
So let me share some insights..ideas on how to deal with crying at work:
1. Let the Storm Pass: Finish out the crying in a way that's appropriate to the particular nature of your workplace. Wait until later in the day, after you've regained your center naturally, to analyze your crying.
2. Rerun the Situation: Look at your crying as if you were analyzing a crime scene. Take time to look into what really happened before you add emotion to the picture. Who was there? Who said what? What happened?
3. Identify the Related Emotions: Did you feel sadness? Anger? Frustration? Confusion?
4. Name the Trigger: What set off the crying? See if you can connect the crying with something in the moment. For example, did someone sideline your work? Take credit for something unduly? Remind you of a past failure? Make you think about what you'd rather be doing? If there was no trigger, ask yourself if the crying has been ongoing for weeks. If so, consider seeing a counselor to determine if you are suffering from depression.
5. Ask Yourself What Gave the Situation Teeth: Although some people cry more easily than others, it is always a sign of powerful emotions. What was so difficult about the situation that it caused tears?
6. Ask Yourself If Your Reaction Matched the Situation: If you receive a pink slip and cry, that's understandable. If you present an idea that's met with reasonable and unabusive disagreement, crying is not warranted and may signal hidden origins.
7. Dig Further: If you still feel like you don't have a handle on what caused the crying or what you were feeling, journaling or talking through the situation with a good friend may help you discover it.
8. Set a Course of Action: Once you understand the situation, start on a plan to make your life better. Taking steps toward improving the situation is empowering and will ultimately lead you to a more peaceful, powerful place. Even if the problem turns out to be major, you could develop a five-year plan, incorporating counseling, training, job changes and life changes.
So, whenever you feel like crying...family problem, work related, love related or the last soap opera made you so cry-ola....try these useful tips.
Almost always, we're often told that we should not let our emotions be expressed in the workplace. Sabi nila, when we cry at work, we tend to creat confusion and tend to upset those around us or people working with us.
People will make up reasons for you like: Did somebody hurt her? was she fired? what have she done this time??? It's another case of "Parting Time" blues, is she feeling well???
So let me share some insights..ideas on how to deal with crying at work:
1. Let the Storm Pass: Finish out the crying in a way that's appropriate to the particular nature of your workplace. Wait until later in the day, after you've regained your center naturally, to analyze your crying.
2. Rerun the Situation: Look at your crying as if you were analyzing a crime scene. Take time to look into what really happened before you add emotion to the picture. Who was there? Who said what? What happened?
3. Identify the Related Emotions: Did you feel sadness? Anger? Frustration? Confusion?
4. Name the Trigger: What set off the crying? See if you can connect the crying with something in the moment. For example, did someone sideline your work? Take credit for something unduly? Remind you of a past failure? Make you think about what you'd rather be doing? If there was no trigger, ask yourself if the crying has been ongoing for weeks. If so, consider seeing a counselor to determine if you are suffering from depression.
5. Ask Yourself What Gave the Situation Teeth: Although some people cry more easily than others, it is always a sign of powerful emotions. What was so difficult about the situation that it caused tears?
6. Ask Yourself If Your Reaction Matched the Situation: If you receive a pink slip and cry, that's understandable. If you present an idea that's met with reasonable and unabusive disagreement, crying is not warranted and may signal hidden origins.
7. Dig Further: If you still feel like you don't have a handle on what caused the crying or what you were feeling, journaling or talking through the situation with a good friend may help you discover it.
8. Set a Course of Action: Once you understand the situation, start on a plan to make your life better. Taking steps toward improving the situation is empowering and will ultimately lead you to a more peaceful, powerful place. Even if the problem turns out to be major, you could develop a five-year plan, incorporating counseling, training, job changes and life changes.
So, whenever you feel like crying...family problem, work related, love related or the last soap opera made you so cry-ola....try these useful tips.
101 Most Romantic Things to do for your wife (...Lord, sana mabasa ni Husband...????)
101 Most Romantic/Passionate/Sweet Things To
Do For Your Girlfriend/Boyfriend
1. Watch the sunset together.
2. Take showers together.
3. Back rubs/massages.
4. Listen to classical music and cuddle in
the dark or w/ blacklight.
5. French Kiss.
6. Hold her w/ hands inside
7. Whisper to each other.
8. Cook for each other.
9. Skinny dip.
10. Make out in the rain.
11. Dress each other.
12. Undress each other.
13. Kiss every part of their body.
14. Hold hands.
15. Sleep together. (Actually sleep witheach other, not sex)
16. One word: Foreplay
17. Sit and talk in just underwear.
18. Buy gifts for each other.
19. Roses.
20. Find out their favorite cologne/perfume and wear it every time you're together.
21. Wear his clothes.
22. Find a nice secluded place to lie and watch the stars.
23. Incense/candles/oils/blacklights and music make for great cuddling/sex.
24. Kiss at every chance you get.
25. Don't wear underwear and let them find out.
26. Kinky is bad; Blindfolds are good.
27. Lightly kiss their collarbone and their jawbone just below the ear, then whisper I love you.
28. Bubble baths.
29. Go for a long walk down the beach at midnight.
30. Make love.
31. Write poetry for each other.
32. Kiss/smell her hair.
34. Say I love you, only when you mean it and make sure they know you mean it.
35. Give random gifts of flowers/candy/poetry
etc.
36. Tell her that she's the only girl you ever want. Don't lie.
37. Spend every second possible together.
38. Tell her that she doesn't have to do anything she doesn't want to. And mean it. 39. Hold her chin, look into her eyes, tell her you love her, 40. kiss her lightly.
41. Talk to each other using only body language and your eyes.
42. When in public, only flirt w/ each other.
43. Walk behind her and put your hands in her front pockets.
44. Put love notes in their pockets when they aren't looking.
45. Clothes are no fun.
46. Buy her a ring.
47. Keep one of her bras somewhere where you see it everyday.
48. Sing to each other.
49. Read to each other.
50. PDA = Public Display of Affection.
51. Take advantage of any time alone together.
52. Tell her about how you answered every question in math with her name
53. Draw. (If you can)
54. Let her sit on your lap.
55. Go hiking and camp out together in the woods or on a mountain.
56. Lips were made for kissing. So were eyes, and fingers, and cheeks, and collarbones, and hands, and ears.
57. Kiss her stomach.
58. Always hold her around her hips/sides.
59. Guys like half-shirts.
60. Take her to dinner and do the dinner for two deal.
61. Spaghetti (Ever see Lady and the Tramp?)
62. Hold her hand, stare into her eyes, kissher hand and then put it over your heart.
63. Unless you can feel their hear beating,you aren't close enough.
64. Dance together.
65. Sit in front of a roaring fire and make out/make love.
66. I love the way a girl looks right after she's fallen asleep with her head in my lap.
67. Carry her to bed.
68. Waterbeds are fun.
69. You figure it out.
70. Do cute things like write I love you in a note so that they have to look in a mirror to read it.
71. Break every one of your parent's relationship rules for them.
72. Make excuses to call them every 5 minutes
73. Even if you are really busy doing something, go out of your way to call and say I love you.
74. Call from your vacation spot to tell them you were thinking about them.
75. Remember your dreams and tell her about them.
76. Ride your bike 8 miles just to see them for a few hours.
77. Ride home and call them.
78. Tell each other your most sacred secrets/fears.
79. Somehow incorporate them into any kind of religion or worship you have.
80. Be Prince Charming to her parents. (Brownie Points)
81. Act out mutual fantasies together. (Not necessarily sexual)
82. Brush her hair out of her face for her.
83. Stay up all night to think of 101 ways to be sweet to them.
84. Hang out with his/her friends. (more brownie points)
85. Go to church/pray/worship together.
86. Take her to see a romantic movie and remember the parts she liked.
87. Cuddle together under a full moon on a clear night.
88. Learn from each other and don't make the same mistake twice.
89. Everyone deserves a second chance.
90. Describe the joy you feel just to be with him/her.
91. Make sacrifices for each other.
92. Really love each other, or don't stay together.
93. Write a fictional story about how you met/fell in love, etc. and give it to them.
94. Let there never be a second during any given day that you aren't thinking about them, and make sure they know it.
95. Love yourself before you love anyone else.
96. Buy a necklace w/ her name on it.
97. Dedicate songs to them on the radio.
98. Fall asleep on the phone with each other.
99. Sleep naked together.
100. Stand up for them when someone talks trash.
101. Never forget the kiss goodnight. And always remember to say, "Sweet dreams."
Do For Your Girlfriend/Boyfriend
1. Watch the sunset together.
2. Take showers together.
3. Back rubs/massages.
4. Listen to classical music and cuddle in
the dark or w/ blacklight.
5. French Kiss.
6. Hold her w/ hands inside
7. Whisper to each other.
8. Cook for each other.
9. Skinny dip.
10. Make out in the rain.
11. Dress each other.
12. Undress each other.
13. Kiss every part of their body.
14. Hold hands.
15. Sleep together. (Actually sleep witheach other, not sex)
16. One word: Foreplay
17. Sit and talk in just underwear.
18. Buy gifts for each other.
19. Roses.
20. Find out their favorite cologne/perfume and wear it every time you're together.
21. Wear his clothes.
22. Find a nice secluded place to lie and watch the stars.
23. Incense/candles/oils/blacklights and music make for great cuddling/sex.
24. Kiss at every chance you get.
25. Don't wear underwear and let them find out.
26. Kinky is bad; Blindfolds are good.
27. Lightly kiss their collarbone and their jawbone just below the ear, then whisper I love you.
28. Bubble baths.
29. Go for a long walk down the beach at midnight.
30. Make love.
31. Write poetry for each other.
32. Kiss/smell her hair.
34. Say I love you, only when you mean it and make sure they know you mean it.
35. Give random gifts of flowers/candy/poetry
etc.
36. Tell her that she's the only girl you ever want. Don't lie.
37. Spend every second possible together.
38. Tell her that she doesn't have to do anything she doesn't want to. And mean it. 39. Hold her chin, look into her eyes, tell her you love her, 40. kiss her lightly.
41. Talk to each other using only body language and your eyes.
42. When in public, only flirt w/ each other.
43. Walk behind her and put your hands in her front pockets.
44. Put love notes in their pockets when they aren't looking.
45. Clothes are no fun.
46. Buy her a ring.
47. Keep one of her bras somewhere where you see it everyday.
48. Sing to each other.
49. Read to each other.
50. PDA = Public Display of Affection.
51. Take advantage of any time alone together.
52. Tell her about how you answered every question in math with her name
53. Draw. (If you can)
54. Let her sit on your lap.
55. Go hiking and camp out together in the woods or on a mountain.
56. Lips were made for kissing. So were eyes, and fingers, and cheeks, and collarbones, and hands, and ears.
57. Kiss her stomach.
58. Always hold her around her hips/sides.
59. Guys like half-shirts.
60. Take her to dinner and do the dinner for two deal.
61. Spaghetti (Ever see Lady and the Tramp?)
62. Hold her hand, stare into her eyes, kissher hand and then put it over your heart.
63. Unless you can feel their hear beating,you aren't close enough.
64. Dance together.
65. Sit in front of a roaring fire and make out/make love.
66. I love the way a girl looks right after she's fallen asleep with her head in my lap.
67. Carry her to bed.
68. Waterbeds are fun.
69. You figure it out.
70. Do cute things like write I love you in a note so that they have to look in a mirror to read it.
71. Break every one of your parent's relationship rules for them.
72. Make excuses to call them every 5 minutes
73. Even if you are really busy doing something, go out of your way to call and say I love you.
74. Call from your vacation spot to tell them you were thinking about them.
75. Remember your dreams and tell her about them.
76. Ride your bike 8 miles just to see them for a few hours.
77. Ride home and call them.
78. Tell each other your most sacred secrets/fears.
79. Somehow incorporate them into any kind of religion or worship you have.
80. Be Prince Charming to her parents. (Brownie Points)
81. Act out mutual fantasies together. (Not necessarily sexual)
82. Brush her hair out of her face for her.
83. Stay up all night to think of 101 ways to be sweet to them.
84. Hang out with his/her friends. (more brownie points)
85. Go to church/pray/worship together.
86. Take her to see a romantic movie and remember the parts she liked.
87. Cuddle together under a full moon on a clear night.
88. Learn from each other and don't make the same mistake twice.
89. Everyone deserves a second chance.
90. Describe the joy you feel just to be with him/her.
91. Make sacrifices for each other.
92. Really love each other, or don't stay together.
93. Write a fictional story about how you met/fell in love, etc. and give it to them.
94. Let there never be a second during any given day that you aren't thinking about them, and make sure they know it.
95. Love yourself before you love anyone else.
96. Buy a necklace w/ her name on it.
97. Dedicate songs to them on the radio.
98. Fall asleep on the phone with each other.
99. Sleep naked together.
100. Stand up for them when someone talks trash.
101. Never forget the kiss goodnight. And always remember to say, "Sweet dreams."
Tragedies
Tragedies: Just when we thought we're resurrecting from the biggest blow in our family life, my dad lost his job, my 7 months old niece needs immeidate medical attention for possiblities to go blind, my 2 other siblings needs to be enrolled to college (nursing), my brother's wife left him for another leaving me 3 kids to care for and the only person who stood for everybody (also referred to as "Mommy of perpetual help" is sick!
For a while I felt the world stood still. It's like it's impossible to 'snap out of it' that I feel as though I cannot do ANYTHING...How wanted to end it all 'cause I hate what I'm into and it is tourtue to live and pretend that life is alright.But somehow something happened. After a liter of tears and sored knees from the hard pew of San Pedro Cathedral, I realized that I should stop acting like the lead of my favorite telenovela and just try to see the better side of life.
Maybe because I've become better off because of these things that are unexpectedly happening to us. I don t brag about the sufferings me and my family had endured especially my mom and dad, and I have no plans on counting all the tragedies we have endured all these lifetime, simply because Tragedies are not something one can chose to occur, nor are they something one can make occur.
This is not rebellion, but I feel that in order to become better, I must be brought low, I must suffer, so I bring myself into this depressing situation because sometimes I feel I deserve it. I've gone through tragedy enough to relate and to be accepted with them.I'm sure to some may think I sound like a twisted thinker, but life no matter how bad it is should be viewed positively as possible. Everything happens for a reason and maybe it's God's way of shaking us a bit and realize that it is not how much we have but how much we enjoy about the little things that we have that brings happiness.
People may step on our pride...think ill of us despite the good things we did for them, but for as long as we know the truth and we do the most honest and the best thing we can give, we have bigger chances to overcome all these.
My suggestion for living when you feel like this is to to throw all caution to the wind. Eat an entire gallon of ice cream. Why not? who cares? Eventually, you'll find that while you may not stop hating life, you'll be able to tolerate it. and you'll discover that occasionally, you'll actually find joy in a few little things. Don't rush trying to find joy in things. It may come eventually. Just work on trying to tolerate life for now. And keep doing things. If anything, they make the days pass by faster.
For a while I felt the world stood still. It's like it's impossible to 'snap out of it' that I feel as though I cannot do ANYTHING...How wanted to end it all 'cause I hate what I'm into and it is tourtue to live and pretend that life is alright.But somehow something happened. After a liter of tears and sored knees from the hard pew of San Pedro Cathedral, I realized that I should stop acting like the lead of my favorite telenovela and just try to see the better side of life.
Maybe because I've become better off because of these things that are unexpectedly happening to us. I don t brag about the sufferings me and my family had endured especially my mom and dad, and I have no plans on counting all the tragedies we have endured all these lifetime, simply because Tragedies are not something one can chose to occur, nor are they something one can make occur.
This is not rebellion, but I feel that in order to become better, I must be brought low, I must suffer, so I bring myself into this depressing situation because sometimes I feel I deserve it. I've gone through tragedy enough to relate and to be accepted with them.I'm sure to some may think I sound like a twisted thinker, but life no matter how bad it is should be viewed positively as possible. Everything happens for a reason and maybe it's God's way of shaking us a bit and realize that it is not how much we have but how much we enjoy about the little things that we have that brings happiness.
People may step on our pride...think ill of us despite the good things we did for them, but for as long as we know the truth and we do the most honest and the best thing we can give, we have bigger chances to overcome all these.
My suggestion for living when you feel like this is to to throw all caution to the wind. Eat an entire gallon of ice cream. Why not? who cares? Eventually, you'll find that while you may not stop hating life, you'll be able to tolerate it. and you'll discover that occasionally, you'll actually find joy in a few little things. Don't rush trying to find joy in things. It may come eventually. Just work on trying to tolerate life for now. And keep doing things. If anything, they make the days pass by faster.
Wednesday, March 12, 2008
Good conversations
Hi!
Well not to much to update for you.
Today I had a fabulous conversation with a long time friend. We haven’t seen each other for sometime but I feel that there is still a connection between us no matter how the distance or time we have been apart. A great inspiration that is in the know of the practicality and whims of life. The Angst of a writer and unrequited emotions for a family, a friend, a lover…this person really rocks! He can put words into meaningful prose’s start a conversation from the depth and end it with a hilarious bang! We talk about all manner of things from religion, to evolution, literature.. It was so fabulous.... oh how I miss intelligent conversation!!! Not that my husband or my son doesn’t provide me with it, but sometimes, you just have to stop and smell the flowers.
I love learning from conversations…. I really don't want to take anything away from that. But my conversation tonight was so fast passed and varied. It’s just crazy smart conversation nothing need be translated, so nice, and so rare…who would have guessed?! I have not met anyone like this! I am probably over doing it as I do when I get excited. We all know this by know, but good conversation is so hard to find!
Wednesday, January 16, 2008
a mom and wife
Being a mom is just so hard especially when you have a son like Yoki..He's a handful but a real darling. He's everything that makes this life wonderful. My husband Dondi is the typical husband who rules the house. Being with them is all that makes life worth living.
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