Is holiday swapping legal?

[.C.I.A.]

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read lang ani nga article ai...wala ko nitiwas ky murag taas man...nosebleed sad ko sa english...hehe..

Labor concerns in the BPO industry (Part 1): Clarifications on night work prohibition (Taxwise or Otherwise) - Isla Lipana & Co., a member firm of PricewaterhouseCoopers

note: naa sa part 2 dapit ang regarding sa holidays..

[necrotic freak]

nganong mangayo paman ka ug double pay nga ang giswap nga adlaw dili man mo padutyhon? ka simple ra ana, pero kung double pay gyud imong tuyo hala duty sa gi swap nga adlaw nya paningli inyong HR dayon.

mao mana practice sa amo company, let say ang holiday matunong ug tuesday or wednesday amo holiday ibalhin ug monday aron straight balik ang work until friday or sat.

[jbass]

Before when i was working sa manufacturing company kusog kaau mag palit araw.. Usa sa technique nga maka save ang company... I dont know unsa jud balaod ana..

Hi guys... nagwonder lang ko if legal ba nang holiday swapping...
For example, if holiday nato diri is June 12 and holiday sa US is July 4 and iswap ang duha... Required ang employees muduty on June 12 pero dili na sila ipaduty on July 4... But since holiday swapping man, dili na sila entitled makareceive ug double pay para sa ilang duty on June 12...

Kung naay mga lawyers diri please share your ideas...
And to the admins, please move lang if naay mas proper na category para ani...

[Ironwood_Cebu]

No. under the law (our laws, not in US), if you work on a legal holiday, you are entitled to double pay. so since you were required to work on June 12, which is a legal holiday, you should get 200% for that day; Now, the July 4, since you were absent (or made to be absent ) on that day, only one day is deducted on your pay.; in effect you still get a net of 1 day with pay. this is unless of course if you will be paid double also for the July 4 work, which will in effect even-out the supposedly double pay for June 12.

[carbrill]

legal ang holiday swapping. re sa imong question dili na pwdi. dapat maka dawat gihapon ka ug double pay on that day since holiday man na dnhi sa ato...

[Firepower]

no idea but as long na-approve sa president..i think its legal na

[kisses4u]

A quote from the link provided earlier.

"Specifically, the question is: can call centers and other BPO firms offset the US holidays (based on our example) against Philippine regular and special holidays, without violating the prohibition on diminution of benefits under Article 100 of the Labor Code?

There is no existing jurisprudence clarifying this issue.

However, in my view, there is no diminution of benefits, provided the call centers and BPOs pay their employees the mandated 11 holiday pay, including the three Special Days provided in the Labor Code. There will be no decrease in the value of their benefits and nothing is being taken away from these employees since the 14 mandated holiday/special day wages are still being observed and complied with, although on different dates."

Two pointers - "No decrease in the value of benefits" and "nothing is being taken away". If moingun mo nga dili double pay, unya balaod man na nga legal holiday kay dapat double pay. So ila gi-violate ang law kung aha nagbusiness.

[kisses4u]

Think about these two situations.

First:
US Holiday unya magduty ka. Unsay trabahoon sa mga empleyado kung walay trabaho sa US. Mao ila i-swap sa Philippine holiday and mag-pay na lang sila ug double pay or whatever is due rather than - see second situation.

Second:
Philippine holiday, walay nagduty pero sa US business as usual. Dako kaayo ug loss sa ilang business if no one is working kay Philippine holiday.

Compare ang two scenarios. Both naay loss (double pay or lost business transactions). Kung ikaw tag-iya sa business. Aha may imu pili-on. Would you sacrifice loosing a lot of business transactions (which includes customer servicing, satisfaction, after sales, loyalty and a lot more) para iwas double pay?