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BlogEmployeesWage protection Did you know that the provisions of the Act of June , - Labor Code regulate the issue philippines photo editor of protection of remuneration for work performed? It should be emphasized that an employee cannot waive the right to remuneration or transfer this right to another person. Wage protection - issues discussed: Wage protection Deadline for payment of remuneration for work Form of payment of remuneration for work Deductions from wages for work Deductions for maintenance payments Case law Wage protection - summary You can read about what this means in practice in this article. Wage protection The right to remuneration for work performed It should be recalled that in accordance with the provisions of the Labor Code.
Remuneration for work should be determined in such a way that it corresponds in particular to the type of work performed and the qualifications required for its performance, and also takes into account the quantity and quality of the work performed [cf. art. ยง of the Labor Code]; Remuneration is due for work performed. For the time when work is not performed, the employee retains the right to remuneration only if the provisions of labor law provide so [cf. art. of the Labor Code]. It is worth bearing in mind that the mere fact of being in an employment relationship is not the basis for an employee to receive remuneration.
BlogEmployeesWage protection Did you know that the provisions of the Act of June , - Labor Code regulate the issue philippines photo editor of protection of remuneration for work performed? It should be emphasized that an employee cannot waive the right to remuneration or transfer this right to another person. Wage protection - issues discussed: Wage protection Deadline for payment of remuneration for work Form of payment of remuneration for work Deductions from wages for work Deductions for maintenance payments Case law Wage protection - summary You can read about what this means in practice in this article. Wage protection The right to remuneration for work performed It should be recalled that in accordance with the provisions of the Labor Code.
Remuneration for work should be determined in such a way that it corresponds in particular to the type of work performed and the qualifications required for its performance, and also takes into account the quantity and quality of the work performed [cf. art. ยง of the Labor Code]; Remuneration is due for work performed. For the time when work is not performed, the employee retains the right to remuneration only if the provisions of labor law provide so [cf. art. of the Labor Code]. It is worth bearing in mind that the mere fact of being in an employment relationship is not the basis for an employee to receive remuneration.