Filipino workers face a long vacation beginning next weekend due to three regular holidays: Maundy Thursday (April 5), Good Friday (April 6), and Araw ng Kagitingan (April 9).
Secretary of Labor and Employment Rosalinda D. Baldoz yesterday urged all private sector employers in the country to bear in mind the welfare of their workers by observing the applicable pay rules and other core labor standards during the nationwide holidays.
Baldoz said President Benigno S. Aquino III’s Proclamation No. 295, declaring the regular holidays, special (non-working days), and special holiday (for all schools) for the year 2012 issued on November 24, 2011, affirmed April 5, April 6, and April 9 among the ten regular nationwide holidays in the Philippines.
In honor of the valiant deeds of Filipino soldiers and veterans during World War II, it was the late President Corazon Cojuangco Aquino who originally declared the observance of the Araw ng Kagitingan based on Executive Order No. 203 of 1987.
“President Aquino III specifically tasked the DOLE to promulgate the implementing guidelines for Proclamation No. 295, and for this purpose, I enjoin the observance of the lawful pay rules and core labor standards for said holidays,” the secretary said.
Based on the law, Baldoz said the correct pay rules to be observed are as follows:
• If the holiday falls on an employee’s regular workday:
If the day is worked, the employee is entitled to 200 percent of his or her daily wage on the first eight hours and, for work in excess of the eight hours, to an additional 30 percent of his or her hourly rate on the said day. If unworked, the employee is entitled to 100 percent of the regular daily rate, provided he or she was present, or was on leave with pay, on the workday immediately preceding the holiday.
• If the day is the employee’s rest day:
If the day is the employee’s rest day and the day is worked, he or she is entitled to 260 percent of his or her daily rate on the first eight hours, plus 30 percent for work in excess of eight hours on the said day. But if unworked, the employee is entitled only to 100 percent of his regular rate, provided he or she was present, or was on leave with pay, on the workday immediately preceding the holiday.
Finally, in case the day immediately preceding the holiday is a non-working day in the establishment, or is the scheduled rest day of the employee, the employee shall not be deemed on leave of absence on that day, in which case he or she shall be entitled to the regular holiday pay.