DOLE Central Visayas regional director Salome Siaton reminded companies intending to implement “work from home” schemes to submit a prescribed report form obtained from the department.
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Companies asked to notify DOLE on telecommuting plans
Mayen Jaymalin (The Philippine Star) - October 21, 2019 - 12:00am

MANILA, Philippines — Companies interested to adopt telecommuting work arrangement should notify the Department of Labor and Employment.

DOLE Central Visayas regional director Salome Siaton reminded companies intending to implement “work from home” schemes to submit a prescribed report form obtained from the department.

Siaton noted telecommuting is no simple work arrangement and varies for different workers and for different industries. 

“It must be deliberately planned out before adopting it,” she said.

Siaton stressed the scheme requires a set of clearly defined guidelines governing its implementation.

Siaton conceded telecommuting can be a way to lessen road congestion in the primary cities of Cebu, where economic activities are concentrated and influx of workers is generally felt.

She said DOLE has started disseminating information about the new Telecommuting Law.

Under the Telecommunicating Law, companies may offer work from home program to their employees on a voluntary basis or as a result of collective bargaining agreement.

But Siaton said telecommuting employees must be treated comparable to employees working at the employers’ premises.

She said employer and employees must adhere to and be guided by a mutually agreed policy or agreement in telecommuting. 

“It is imperative that both the employer and the employees express mutual consent to the implementation of a telecommuting work arrangement based on a telecommuting program of the company, collective bargaining agreement if unionized, and other company rules and regulations,” she said.

Siaton said whatever is being provided under a telecommuting agreement should not be less than the minimum labor standards set by law and shall include compensable work hours, minimum number of work hours, overtime, rest days, entitlement to leave benefits, social welfare benefits and security of tenure.

Siaton, meanwhile, encouraged companies to adopt and institutionalize the Family Welfare Program (FWP), which is a mandatory requirement for establishments employing more than 200 workers.

She said it would also be very helpful and advantageous for small establishments if they would adopt and implement the same since the program could help pave the way for productivity.

“With the adoption of the family welfare dimensions, companies can be assured that their workers are well taken care of while fostering their corporate social responsibility,” Siaton said.

She said DOLE will assist companies toward the attainment of FWP goals. 

DEPARTMENT OF LABOR AND EMPLOYMENT
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