The DOLE Guide lists three general forms of flexible working arrangements that companies can consider for their employees: 2. If there is no complaint mechanism or if this mechanism is inadequate, the complaint is referred to WHO/Europe responsible for the workplace to allow for appropriate arbitration. Given the current COVID-19 outbreak around the world and its impact on the country`s economy and economy, this recommendation is issued to support and assist employers and workers in implementing various flexible work arrangements as alternative coping mechanisms and remedial measures. The adoption of flexible working arrangements is seen as a better alternative than the complete cessation of services to workers or the complete closure of businesses. 2. Employee rotation refers to a rotation in which employees are alternated in the week where work is performed alternately. In the event that an employee is ill or has a fever but is not suspected of contracting COVID-19, the employer should advise the employee to take prudent measures to limit the spread of communicable diseases. Use of protective equipment, workplace improvements to reduce the risk of infection and contamination of materials, and capacity building of COVID-19 contacts. The employer and employees who have adopted flexible working arrangements are primarily responsible for their management. In the case of different interpretations, the following guidelines must be followed: 3.
To facilitate grievance resolution, employers are required to keep and keep on file documentation requirements proving that flexible work arrangements have been adopted. The employer must inform the ministry, through the regional, provincial/external office responsible for the workplace, of the adoption of one of the flexible work arrangements mentioned above. The notice is contained in the report form attached to this recommendation. (ANNEX B: Employment Council 04-2020) 2. Council at Work 9: Guidelines for the implementation of flexible working arrangements (FWA) as a remedy due to the ongoing coronavirus outbreak in 2019, which set out 3 types of agreements that companies can conclude: 1. The reduction of working hours and/or working days refers to an agreement in which normal working hours or working days per week are reduced. (APPENDIX D: FWA Implementation Guidelines) 3. DOLE COVID 19 Adjustment Measurement Program, a safety net that provides integrated and comprehensive support packages, including financial support and interventions for at-risk businesses and affected workers that come from the President`s Emergency Fund. Alternative working arrangements are temporary in nature and can only be adopted as long as the public health crisis exists. Establishments introducing alternative working models must inform the DOLE regional office, which is responsible for their head office, and provide duly certified copies of all relevant agreements.
Employers may implement one or more of the available alternative work programs, including but not limited to: Informing employees of COVID-19 transmission, the results of the disease, and treatment options to your employees; Clean, disinfect and provide soap and alcohol in all workplaces; Employers and employees are encouraged to consider alternative work arrangements to mitigate and mitigate the effects of workers` loss of income. DOLE also promotes other alternative arrangements that are considered applicable, as they are carried out through work and management. Wage subsidy to avoid employment interruptions for affected workers due to cuts, suspensions or separations. The subsidy is equal to the applicable salary, but cannot exceed 10,000 per employee per month for a maximum period of 3 months subject to conditions. Vulnerable businesses are defined as private companies that have financial burdens due to COVID-19 and face a possible restriction, suspension or cessation of activities; has not recently reduced or reduced the number of workers or introduced flexible working arrangements; and does not conduct business that would discredit the government`s wage subsidies. Affected workers are defined as workers made redundant or workers whose employment has been interrupted as a result of the permanent cessation of the undertaking or the permanent closure of the establishment; workers suspended as a result of the suspension of the operation of the permanent establishment; and workers who do not receive regular wages; reduction of wages due to the reduction of working hours due to the introduction of flexible working arrangements. For employees who are sick or have a fever – to immediately isolate and observe the employee, decontaminate the workplace and report the employee to the DOH Reduction of working hours or working days depending on the nature of the type of work of the establishment The department recognizes the desirability and practicability of flexible work arrangements that can be considered by employers after consultation with employees. taking into account the negative effects of the situation on the financial viability of the undertaking. Employment facilitation for laid-off workers, where they receive referral services for available job opportunities that match their qualifications Before implementing new working arrangements in a company, employers are advised to consult their employees first. In workplaces where workers are at high risk of infection – a screening program that complies with doH guidelines; and such agreements must not result in a reduction in wages or benefits.
Emphasize the personal cleanliness of all employees and encourage measures that reduce the transmission of diseases, . B such as covering your nose and mouth by coughing or sneezing and constantly washing your hands. Entities applying the flexible working arrangements provided for herein shall affix a copy of this Recommendation to a conspicuous place in the workplace. The recommendation makes it clear that all flexible working arrangements implemented due to the COVID-19 crisis are only temporary and are subject to the needs and circumstances of the company. According to DOLE, the flexible work arrangements offered are adaptive working arrangements, which are a more desirable and convenient way to keep businesses in business during the pandemic. With these flexible arrangements, businesses can avoid having to terminate employee services or shut down facilities altogether. Flexible work arrangements refer to other arrangements or schedules that differ from traditional or normal working hours, working days and days of the week. Financial support for laid-off workers and workers who are suspended or temporarily displaced and do not receive a regular salary Organisations that choose to implement flexible working arrangements must issue a copy of the workplace advice.