Labor Law I Atty. C.A.

Azucena

Finals Reviewer

Book 3
Conditions of Employment

Title I
Working Conditions and Rest Periods

Chapter 1
HOURS OF WORK

Art. 82 – Coverage of Title 1

• Employees in all establishments and undertakings
whether for profit or not BUT NOT TO govt
employees, managerial employees [those whose
primary duty consists of the management of the
establishment in which they are employed or of a
dept or subdivision thereof, and to other officers or
members of the managerial staff], field personnel

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[refer to non-agricultural employees who regularly
perform their duties away from the principal place
of business or branch office of the employer and
whose actual hours of work in the field cannot be
determined with reasonable certainty], members of
the family who are dependent on him for support,
domestic helpers, persons in the personal service of
another, workers who are paid by results
Employer-employee must exist; existence is determined by law,
not by contract
Elements of employment relationship
(4-fold test)
1. selection and engagement of the
employee
2. payment of wages
3. power of dismissal
4. employer’s power to control the employee
with respect to the means and methods by
which the work is to be accomplished aka
control test
evidence of employment: id, vouchers, SSS
registration, memorandum,
appointment letters, payrolls,
organization charts
Excluded employees
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mere fact that an entity is a labor union
does not mean that it cannot be
considered an employer of the persons
who work for it; even unregistered
association may be deemed an employer
LC defines an employer as any person who
acts in the interest of an employer
in/directly; the law does not require an
employer to be registered in order to be
considered as an employer (Orlando
Farm Growers vs NLRC)
No employment relationship  job
contracting or independent contractor
Employer is free to regulate, accdg to his
own discretion and judgment, all
aspects of employment, including
hiring, work assignments, working
methods, time, place and manner of
work, tools to be used, processes to be
followed, supervision of workers,
dismissal and recall of workers so long
as the they are exercised in good faith
for the advancement of the employer’s
interest and not for the purpose of
defeating or circumventing the rights of
the employees under special laws or
under valid agreements
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pakiao workers are considered employees

as long as the employer exercises
control over the means by which such
workers are to perform their work
(Zamudio vs NLRC)

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1. govt employees governed by CSC rules EXCEPT govt employees of govt agencies
and govt corporations incorporated under the Corporation Code
2. managerial employees or staff
3. outside or field sales personnel
4. employer’s family members
5. domestic helpers
6. persons rendering personal service
7. workers paid by result

Art. 83 – Normal Hours of Work

• 8-hour law  prescribes the minimum

Art. 84 – Hours worked

• Prelim and postlim activities are deemed performed during working hours, where
such activities are controlled or required by the employer and are pursued
necessarily and primarily for the employer’s benefit
• Whether waiting time constitutes working time depends on the circumstances of
each case  whether it is spent predominantly for the employer’s benefit or for the
emmployee’s; considered as working time if waiting is an integral part of his work
or if the employee is required or engaged by an employer to wait
• Working while eating  not compensable if completely freed from duites even
though he
remains in the workplace
• Working while sleeping  may be considered working if it is subject to interruption
or takes place under conditions substantially less desirable than would likely to
exist at employee’s home
• “on call”  compensable; “within reach through cellphone or other contact device”
 not compensable
• Travel from home to work  not worktime EXCEPT when employee receives an
emergency call outside of his regular working hours and is required to travel to his
regular place of business or some other work site, all of the time spent in such travel
is working time
• travel away from home  travel that keeps an employee away from home overnight;
worktime

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• attendance at lectures, meetings, training programs and other similar activities not
considered worktime if it is outside employee’s regular working hours, it is
voluntary, and the employee does not perform productive work during such
attendance
• time spent in grievence meetings considered worktime
• regular full-time teachers are entitled to salary and emergency cost-of-living
allowance during semestral breaks (UPang Faculty Union vs UPANG)
• a laborer need not leave the premises of the workplace in order that his rest period
shall not be counted; it is enough that he ceases to work (case in point: seamen)
• hours worked: employer has burden of proof

Art. 85 – Meal Periods

GR: not compensable
E: predominantly spent for employer’s benefit or where it is less than 60 minutes
(but in no case shall
it be shorter than 20 minutes)
Continuous shifts
E to E: shortened break is upon employee’s request
Requisites:
1. agree in writing to a shortened meal break and waive overtime pay for such
shortened period
2. no diminution in the salary and other fringe benefits
3. work does not involve strenuous physical exertion and are provided w/
coffee breaks
4. value of the benefits derived by the employees from the proposed work
arrangement is equal to or commensurate with the compensation due them
5. overtime pay of the employees will become due and demandable if ever
they are permitted or made to work beyond 4:30pm
6. effectivity of proposed working time arrangement shall be of temporary
duration as
determined by DOLE

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Art. 86 – Night Shift Differential

• not less than 10% of regular wage for each hour of work performed b/w 10pm to
6am
• NSD not waivable since it is founded on public policy
• Burden of proof of payment rests upon the employer

Art. 87 – Overtime Work

• Compensation for work rendered in excess of 8 hours a day
• Multiply the overtime hourly rate by the number of hours worked in excess of 8
• Receipt of overtime pay does not preclude right to NSD
• Overtime rate based on regular wage (excludes money received in different
concepts and other fringe benefits)
• How “work day” is counted  24-hour period which commences from the time the
employee regularly starts to work
• Work in excess of 8 hours w/n a work day is considered as overtime regardless of
whether this is performed in a work shift other than at which employee regularly
works
• Estoppel and laches cannot be invoked against employees in an action for the
recovery of compensation for overtime work
• Overtime pay in arrears retroacts to the date when services were actually rendered
• GR: NO waiver or quitclaim of overtime pay
E: waiver is in exchange for certain benefits
• Agreement that overtime pay will be integrated in basic salary is not per se illegal;
however, there should have been express agreement to that effect and that the
mathematical result shows that the agreed legal wage rate and the overtime
pay,computed separately, are equal to or higher than the separate amounts legally

due
• Compressed workweek (45 hours in 5 days) as an exception to the non-waiver of
overtime pay if the following requisites are present:
1. agree in writing to work 9 hours a day from Monday to Friday
2. no diminution in the salary and other fringe benefits

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3. value of the benefits that will accrue to the employees under the proposed
work schedule is more than or at least commensurate with or equal to the
one-hour overtime pay that is due them during weekdays
4. overtime pay of the employees will become due and demandable if ever they
are permitted or made to work on weekend
5. work does not involve strenuous physical exertion and are provided w/ coffee
breaks
6. effectivity of proposed working time arrangement shall be of temporary
duration as determined by DOLE

Art. 88 – Undertime not offset by Overtime Art. 89 – Emergency Overtime Work

1. country is at war or when any national or local emergency has been
declared by Congress or the President
2. necessary to prevent loss of life or property or in case of imminent danger
to public safety due to impending emergency caused by accidents, fire,
flood, typhoon, earthquake, epidemic, or other disaster or calamity
3. urgent work to be performed on the machines, ect. In order to avoid loss or
damage to employer
4. to prevent loss or damage to perishable goods
5. to prevent serious obstruction ot prejudice to the business or operations of
the employer
6. to avail of favorable weather or environmental conditions where
performance
or quality of work is dependent thereon

Art. 90 – Computation of Additional Compensation

regular wage shall include cash wage only, w/o deduction on account of facilities
provided by employer

Chapter II
WEEKLY REST PERIODS

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Art. 91 – Right to weekly rest day

☼ rest period of not less than 24 hours after every 6 consecutive normal work days

Art. 92 – When employer may require work on a rest day

1. necessary to prevent loss of life or property or in case of imminent danger
to public safety due to impending emergency caused by accidents, fire,
flood, typhoon, earthquake, epidemic, or other disaster or calamity
2. urgent work to be performed on the machines, ect. In order to avoid loss
or damage to employer
3. abnormal pressure of work due to special circumstances, where the
employer cannot ordinarily be expected to resort to other measures
4. prevent loss or damage to perishable goods
5. nature of work requires continuous operations and stoppage of work may
result in irreparable injury or loss to the employer
6. similar circumstances as determined by DOLE Sec.

Art. 93 – Compensation for rest day, Sunday, or holiday work ☼ at least 30%
of regular wage
☼ when such holiday falls on his rest day, add’l compensation of at least 50%
☼ CBA may stipulate higher premium pay
☼ 3 special days (holidays)  Nov.1, Dec. 31, Aug. 21
 30%

Chapter III
HOLIDAYS, SERVICE INCENTIVE LEAVES, AND SERVICE CHARGES

Art. 94 – Right to (Regular) Holiday ‫ ص‬100% add’l compensation

‫ ص‬10 regular holidays
1. New Year (Jan.1)
2. Maundy Thursday
3. Good Friday
4. Araw ng Kagitingan (Apr 9)
5. Labor Day (May 1)

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6. Independence Day (Jun 12)

7. National Heroes Day (Last Sunday of Aug)
8. Bonifacio Day (Nov 30)
9. Christmas Day (Dec 25)
10. Rizal Day (Dec 30)
11. Eidul Fitras - 1st day after 30-day fasting period
12. Eidul Adha – reg’l holiday in the ARMM

‫ ص‬Muslim Holidays
– shall be observed in the provinces of Basilan, Lanao del Norte/ Sur,
Maguindanao, North Cotabato, Sultan
Kudarat, Sulu, Tawi-tawi, Zamboanga del
Norte/Sur, cities of Cotabato, Iligan, Marawi, Pagadian, and Zamboanga,
and in such other Muslim provinces and cities as may be created. Upon
proclamation by the President, Muslim holidays may also be officially
observed in other provinces and cities
– PP 1198  all private corps, offices, and agencies operating within the
provinces and cities enumerated herein shall observe the legal holidays
as proclaimed, provided, that all Muslim employees working outside of
the Muslim provinces and cities shall be excused from work during the
observance of Muslim holidays as recognized by law, without diminution
of salary during said period
– Both Muslim and Christian employees within the Muslim areas may not
report for work on the designated Muslim holidays
1. amun jadid (new year)
2. mauled-un-nabi (birthday of Mohammed)
3. lailatul isra wal mi rai (nocturnal journey and ascension of the Prophet
Mohammed)
4. id-ul-fitr (hari raja pausa) – end of fasting season
5. id-ul-adha (hari raha haji)

‫ ص‬a legal holiday falling on a Sunday creates no legal obligation for the employer to
pay extra, aside from the usual holiday pay, to its monthly-paid employees

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(Wellington Investment vs Trajano) ‫ ص‬double holiday: 2 regular holidays on

same day if unworked  covered employees are entitled to at least 200% of
their basic wage even if said holiday is unworked if worked  entitled to
compensation equivalent to at least 300% of his basic wage
‫ ص‬double holiday rule for monthly-paid employees  if worked, additional 100% of
regular salary
‫ ص‬successive regular holidays  an employee may not
be paid for both holidays if he absents himself from work on the day immediately
preceding the 1st holiday, unless he works on the 1st holiday, in which case, he is
entitled to his holiday pay on the 2nd holiday
‫ ص‬holiday pay of hourly-paid faculty members during semestral break
 employer-school is exempted from paying hourly paid faculty members
their pay for regular holidays, whether the same be during the regular
semester or during semestral, Christmas, or Holy
Week vacations
 employer-school must pay said faculty members their regular hourly rate
on days declared as special holidays or for some reason classes are called off or
shortened for the hours they are supposed to have taught, whether extension
of class days be ordered or not; in case of extensions said faculty mems shall
likewise be paid their hourly rates should they teach during said extension (JRC
vs NLRC) ‫ ص‬field personnel not entitled to holiday pay

Art. 95 – Right to Service Incentive Leave ‫ ص‬coverage: every employer who has
rendered at least 1 year of service shall be entitled to a yearly SIL of 5 days with pay
‫ ص‬SIL not applicable to those already enjoying the benefit herein provided, those
enjoying vacation leave with pay of at least 5 days, and those employed in
establishments regularly employing less than 10 employees

‫“ ص‬1 year of service”  service within 12 months, whether continuous or broken,

reckoned from the date the employee started working, including authorized
absences and paid regular holidays, unless the number of working days in the
establishment as a matter of practice or policy, or provided ini the employment
contract is less than 12 months, in which case said period shall be considered as 1
year for the purpose of determining entitlement to the SIL

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‫ ص‬SIL of part-time workers  proportionate to the daily work rendered and the
regular salary, respectively (DOLE Explanatory Bulletin dated
January 2, 1996) ‫“ ص‬on contract” workers entitled to SIL ‫ ص‬Commutation of
SIL valid; basis of conversion shall be the salary rate at the date of commutation;
availment and commutation of the SIL benefit may
be on a pro-rata basis ‫ ص‬SIL is mandatory
‫ ص‬Vacation and sick leaves are voluntary benefits ‫ ص‬Leave credits are normally
converted into their cash
equivalent based on the last prevailing salary received by the employee
‫ ص‬Paternity leave  available only for the 1st four deliveries of the legitimate spouse
with whom the husband is cohabiting; delivery includes childbirth, miscarriage, or
abortion
 shall not exceed 7 calendar days for each delivery  entitled to full
pay  non-commutation of benefits Requisites:
1. he is an employee at the time of delivery of his child
2. he is cohabiting with his spouse at the time she gives birth or suffers a
miscarriage
3. he has applied for paternity leave
4. hi wife has given birth or suffered a miscarriage
‫ ص‬Maternity leave  see discussion under Art 133 of LC ‫ ص‬Parental (Solo Parent)
Leave  not more than 7
working days each year  non-convertible to cash if unused 
requisites:
1. has rendered at least 1 year of service
2. has notified employer of the availment thereof w/n a reasonable period
of time
3. has presented a Solo Parent ID to employer
 who is a solo parent?
1. woman gives birth as result of rape or crime against chastity, provided
she keeps and raises the child
2. spouse has died
3. spouse is detained or is serving sentence for at least 1 year
4. legally separated or de facto separated for at least 1 year, provided s/he
is entrusted with custody

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5. physical/mental incapacity of spouse

6. abandoned by spouse for at least 1 year
7. unmarried mother/father
8. any other person who solely provides parental care and support to a
child
9. any family mem who assumes the responsibility of head of family

Art. 96 – Service Charges ‫ ص‬covered employees  except those receiving more

than P2,000 a month
‫ ص‬in case service charge is abolished, the share of
covered employees shall be considered as integrated in their wages
‫ ص‬basis shall be the average monthly share of each employee for the past 12 months
immediately preceding the abolition or withdrawal of such charges
‫ ص‬pooled tips shall be monitored, accounted for, and distributed in the same manner
as service charge

Types of Employment in the

Philippines
There are five different types of employment in the Philippines and they are determined by the
nature and/or existence of activities that an employee is required to perform. The employer
establishes the terms and conditions of the employment contract, which should be structured
according to the legal provisions set by Philippine labor laws and regulations.

Regular or Permanent Employment

Regular or Permanent Employment is when an employee performs activities that are usually
necessary or desirable in the usual business or trade of the employer. They enjoy the benefit of
security of tenure provided by the Philippine Constitution and cannot be terminated for causes
other than those provided by law and only after due process is given to them.

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However, some employers can require their new employees to undergo probationary employment
before they can be qualified for regular employment. Although probationary employment is not a
formal type of employment in the Philippines, it is widely practiced to help employers observe the
skills, competence, and performance of new employees and determine if they are able to meet the
reasonable standards to become permanent employees.

Under Article 281 of the Labor Code of the Philippines, the maximum length of probationary
employment shall be six (6) months, and is counted from the date an employee started working.
When the employment is not terminated after the six-month probationary period, it shall then be
considered regular employment. It is important to note that the employer must notify the employee
of the probationary period and the standards they must satisfy on or before the end of the
probationary employment. If the employee is not properly notified of the arrangement, then they
are prescribed by law to be classified as a regular employee from the time they started working for
the company.

Term or Fixed Employment

Term or Fixed-Term Employment is when the employee renders service for a definite period of
time and the employment contract must be terminated after such period expires. This type of
employment is determined not by the activities that the employee is expected to perform but by
the commencement and termination of the employment relationship.

Fixed-term employment is highly regulated and is subject to the following criteria:

 be voluntarily and knowingly agreed upon by the parties without any force, duress or
improper pressure being brought to bear upon the employee and absent any vices of
consent; or
 it satisfactorily appears that the employer and the employee dealt with each other on more

or less equal terms with no dominance exercised by the former over the latter.

Project Employment
Project Employment is defined when an employee is hired for a specific project or undertaking
and the employment duration is specified by the scope of work and/or length of the project. A
project employee may acquire the status of a regular employee when they are continuously rehired

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after the completion of the project or when the tasks they perform are vital, necessary, and
indispensable to the usual business or trade of the employer.

Seasonal Employment
Seasonal Employment is when the work to be performed is only for a certain time or season of the
year and the employment is only for that duration. This type is common practice to Retail, Food
and Beverage, Hospitality and other related industries as augmentation to their workforce to cover
for the demand during peak seasons.

A common practice for some employers is to hire “regular seasonal employees” who are called to
work during peak seasons (e.g. Christmas season) and are temporarily suspended during off-
seasons. These employees are not separated from service but are only considered on Leave of
Absence (LOA) without pay until re-employed.

Casual Employment
There is Casual Employment when an employee performs work that is not usually necessary or
primarily related to the employer’s business or trade. The definite period of employment should
be made known to the employee at the time they started rendering service.

If the employee has rendered service for at least one (1) year in the same company, whether the
casual employment is continuous or not, they shall be considered a regular employee with respect
to the activity they are employed and will continue rendering service while such activity exists.

TITLE II – TRAINING AND EMPLOYMENT OF SPECIAL

WORKERS

Chapter 1: APPRENTICES

Art. 57 – Statement of Objectives Art. 58 – Definition of Terms

As used in this Title: a.) Apprenticeship – means any practical training on the job
supplemented by related theoretical instruction; b.) An Apprentice is a worker who is
covered by a written apprenticeship agreement with an individual employer or any

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entities recognized under this Chapter; c.) An Apprenticeable Occupation means any
trade, form of employment or occupation which requires more than three (3) months
of practical training on the job supplemented by related theoretical instruction; (see
R.A. 7796) d.) Apprenticeship Agreement is an employment contract wherein the
employer binds himself to train the apprentice and the apprentice in turn accepts the
terms of training.

Art. 59 – Qualifications of an Apprentice

To qualify as an apprentice, a person shall:
(a) Be at least fourteen (14) years of age; (but under the IRR, it’s 15
years)
(b) Possess vocational aptitude and capacity for
appropriate tests; and
(c) Possess the ability to comprehend and follow oral and written
instructions.
Trade and industry associations may recommend to the Secretary of Labor appropriate
educational requirements for different occupations.

Art. 60 – Employment of Apprentices

• Apprenticeship is the arrangement and the period when an upcoming worker
undergoes hands-on training, more or less formal, to learn the ropes of a skilled job.
It is usually the point of entry to the world of work.
• Department Order no. 8; March 9, 1989 – DOLE Policy on Apprenticeship; by virtue
of which, the DOLE is required to undertake the review of trades, occupation, and
jobs in all sectors of the economy to determine the apprenticeability, after which
it shall submit a list of apprenticeable occupations.
• The apprenticeable age under this Article is 14, but under the IRR, it’s 15, now

under R.A. 7610 there is an explicit prohibition on employment of children below 15

years of age, although the said law recognizes certain exceptions, an apprenticeship
is not included in the enumeration.

Art. 61 – Contents of Apprenticeship Agreements

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Apprenticeship need DOLE’s prior approval, or Apprentice becomes regular

employee
- Nitto Enterprises v. NLRC and R. Capili (G.R. no. 114337) September 29,
1995
- It is mandated that apprenticeship agreements entered into by an employer
and an apprentice shall be entered only in accordance with the
apprenticeship program duly approved by the Minister of Labor and
Employment; hence, since the apprenticeship agreement between
petitioner and private respondent has no force and effect in the absence of
a valid apprenticeship program duly approved by the DOLE, private
respondent’s assertion that he was hired not as an apprentice but as a
delivery boy deserves credence.

Art. 62 – Signing of Apprenticeship Agreement Art. 63 – Venue of Apprenticeship

Programs Art .64 - Sponsoring of Apprenticeship Program Art. 65 -Investigation of
Violation of Apprenticeship Agreement Art. 66 - Appeal to the Secretary of Labor
Art. 67 - Exhaustion of Administrative Remedies Art. 68 - Aptitude Testing of
Applicants Art. 69 - Responsibility for Theoretical Instruction
Art. 70 - Voluntary Organization of Apprenticeship Programs, Exceptions Art. 71 -
Deductibility of Training Costs Art. 72 - Apprentices without Compensation

Implementing Rules (Section X, Rule 14) provide, in relation to Art. 72: There is no
employer-employee relationship between students on one hand and schools,
colleges or universities, on the other, where there is a written agreement between
them under which the former agree to work for the latter in exchange for the
privilege to study free of charge, provided the students are given real opportunities,
including such facilities as may be reasonable and necessary to finish their chosen

courses under such agreement.

- Filamer Christian Institue v. Hon.
Intermediate Appellate Court, et a, (G.R. no. 75112) August 17, 1992
- Section 14, Rule X, Book III of the IRR of the Labor Code was promulgated by
the Secretary of Labor and Employment only for the purpose of administering
and enforcing the provisions of the Labor Code on conditions of employment.
Particularly, Rule X of Book III provides guidelines on the matter by which

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the powers of the Labor Secretary shall be exercised; on what records should
be kept or maintained, etc… Rule X is merely a guide to the enforcement of
the substantive law on labor. The case does not deal with a labor dispute on
conditions of employment between an alleged employer and employee…
reliance of petitioner on the IRR is misplaced. An IRR on labor cannot be
used by an employer as a shield to avoid liability under the substantive
provisions of the Civil Code.

Chapter II – LEARNERS

Art. 73 – Definition
Learners are persons hired as trainees in semi-skilled and other industrial occupations
which are nonapprenticeable and which may be learned through practical training on
the job in a relatively short period of time which shall not exceed three (3) months.

Art. 74 – When Learners may be hired Learners may be hired when:

a.) no experienced workers are available,
b.) the employment of learners is necessary to prevent curtailment of
opportunities; and
c.) the employment does not create unfair competition in terms of labor costs
or impair or lower working standards.

Art. 75 – Learnership Agreement

Any employer desiring to employ learners shall enter into a learnership agreement with
them, which agreement shall include:
a.) the names and addresses of the learners;

b.) the duration of the learnership period, which shall not exceed three (3)
months;
c.) the wages or salary rates of the learners which shall begin at not less than
seventy-five (75%) percent of the applicable legal minimum wage; and
d.) a commitment to employ the learners if they so desire, as regular employees
upon completion of the learnership. All learners who have been allowed or
suffered to work during the first two (2) months shall be deemed regular

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employees if training is terminated by the employer before the end of the

stipulated period through no fault of the learner.
The learnership agreement shall be subject to inspection by the Secretary of Labor, or
his duly authorized representatives.

Art. 76 – Learners in Piecework

Learners employed in piecework or incentive-rate jobs during the training period shall
be paid in full for the work done.

Art. 77 – Penalty Clause

Any violation of this Chapter or its IRR’s shall be subject to the general penalty clause
provided for in this Code.

Learnership v. Apprenticeship:
BOTH: Training periods for jobs requiring skills that can be acquired through
actual work experience; both learner and apprentice may be paid wages twenty-
five (25%) percent lower than
the applicable legal minimum wage

Learnership Apprenticeship

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- training in semi- - training in highly-

skilled job; industrial skilled job; job found in
occupations that require highlytechnical industry;
training for less than 3 training period exceeds 3
months months - minimum period is
- job is non- 6 months
apprenticeable because its - no commitment to
practical skills can be hire an apprentice even
learned in 3 (not 6) months after completion of period
- commitment to hire - prior DOLE approval
a learner after the period required for hiring
- no need for prior apprentices
approval from DOLE in
terms of hiring

Learner is not an apprentice, but an apprentice is considered a learner.

Chapter III – HANDICAPPED WORKERS

Art. 78 – Definition
Handicapped workers are those whose earning capacity is impaired by age, or physical
or mental deficiency or injury.

Art. 79 – When Employable

Handicapped workers may be employed when:
a.) their employment is necessary to prevent curtailment of employment
opportunities; and
b.) it does not create unfair competition in labor
costs or impair or lower working standards.

Art. 80 – Employment Agreement

Any employer who employs handicapped workers shall enter into an employment
agreement with them, which agreement shall include:

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a.) the names and addresses of the handicapped workers to be employed;

b.) the rate to be paid the handicapped workers to be employed which shall be
not less than seventy-five (75%) percent of the applicable legal minimum
wage;
c.) the duration of the employment period; and
d.) the work to be performed by the handicapped workers.
The employment agreement shall be subject to inspection by the Secretary of Labor or
his duly authorized representatives.

Art. 81 – Eligibility for Apprenticeship

Subject to the appropriate provisions of this Code, handicapped workers may be hired
as apprentices or learners if their handicap is not such as to effectively impede the
performance of job operations in the particular occupations for which they are hired.

The MAGNA CART FOR DISABLED PERSONS- Republic Act no. 7277, March 24, 1992 –
insures equal opportunities for disabled persons and prohibits
discrimination against them

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