Reducing the agreement. [Indicate whether the employee can continue to work for your company if the employee no longer wants to be teledependent. Please also indicate the circumstances under which the telework contract is terminated by your company (for example. B if continued participation does not meet commercial needs) and the consequences of this dismissal on the maintenance of the worker`s employment.] The employer or worker may terminate or modify the telework agreement in accordance with the directive or telework agreement, without prejudice to the worker`s working relationship and working conditions. This is free for the worker. Any telework agreement that is tested within the first three months and may be interrupted at any time at the request of the tele-shuttler or the organization. Every effort is made to accommodate such a change 30 days in advance to accommodate commuters, child care and other problems that may arise from the termination of a telework agreement. However, there may be no notifications. The adoption of a telework program is certainly voluntary, but it does raise certain requirements of the employer, including: it is clear that the WFH agreements that employers had to conclude during the ECQ are not necessarily the form of telework provided for by the Teletelekom Act. The location of telecommunications is regularly checked to ensure that the correct maintenance of [your company] is carried out correctly and that safety standards are met.
The worker must be notified at least 24 hours prior to the inspection, which must take place during normal working hours. Given the need for continued physical deployment, Philippine companies are strongly encouraged to adopt alternative work regimes, such as the WFH agreements, under the new “normal” post-ECQ. In the case of WFH agreements with the use of telecommunications technologies and/or computers, Filipino employers are advised to implement a formal telework program under the Telework Act. Although the requirements for formal telemutation agreements are much stricter than a WFH agreement during the ECQ, these requirements specifically assure employers that their adoption of a telework program would be in accordance with Philippine laws. Before entering into a telework agreement, staff and managers, with the help of the human resources department, will assess the adequacy of such an agreement and examine the following areas: telework is not designed to replace adequate childcare. While an individual staff member`s schedule may be changed to meet the needs of child care, the agreement must focus on work and meeting professional requirements. Potential teleworkers are encouraged to discuss telework expectations with family members before starting a trial phase. Telework employees who are not exempt from the overtime requirements of the Fair Labor Standards Act must accurately record all hours worked with the [company name] time registration system. Hours worked beyond the hours scheduled per day and per work week are subject to the prior agreement of the tele-shuttler`s supervisor. Failure to comply with this requirement may lead to the immediate termination of the telework contract.
The Philippine Labour Code is the general law governing employment in the Philippines. Law 11165 (“Telecommuting Act”) and Division Order 11165