Module 3.

1
Training and Employment of Special Workers Atty. Harve B. Abella, Esq.

Art. 57 Statement of Objectives for the Training and Employment of Special Worker
1. To help meet the needs of the economy for trained manpower 2. To establish a national apprenticeship program 3. To establish apprenticeship standards for the protection of apprentices and upgrading of skills

Definition of Terms
Apprenticeship
Practical training on the job supplemented by related theoretical instruction, for a highly skilled or technical occupation

Apprentice
A worker who is covered by a written apprenticeship agreement with an individual employer or any of the entities recognized under this chapter with an apprenticeship program duly approved by the DOLE

Apprenticeable Occupation
Any trade, form of employment or occupation which requires more than 3 months of practical training on the job supplemented by related theoretical instruction

Apprenticeship Agreement
An employment contract wherein the employer binds himself to train the apprentice and the apprentice in turn accepts the terms of training

Definition of Terms (cont)

On-The-Job Training
Practical work experience through actual participation in productive activities given to or acquired by an apprentice

Highly Technical Industries

A trade, business, enterprise, industry or other activity, which is engaged in the application of advanced technology

Art. 59 Qualifications of Apprentices

At least 15 years* of age provided that if below 18 years, he shall not be eligible for hazardous occupation; Possess vocational aptitude and capacity for appropriate tests Possess the ability to comprehend and follow oral and written instructions The company must have an apprenticeship program duly approved by the DOLE *the apprenticeable age under Art. 59 LCP is 14 but it is 15 under the IRR; RA 7610, as amended by RA 9231 explicitly prohibits employment of children below 15 years of age. RA 7610 recognizes certain

Art. 60. Employment of Apprentices

Qualifications to be met by the EMPLOYER
1. Only employers in HIGHLY TECHNICAL INDUSTRIES may employ apprentices; and 2. Only in apprenticeable occupations as determined by the SOLE Requisites for a Valid Apprenticeship

1.Qualifications of the apprentice are met 2.The apprentice earns not less than 75% of the prescribed minimum salary; 3.Apprenticeship agreement is duly executed and signed; 4.The apprenticeship program must be approved by the SOLE, otherwise, the APPRENTICE IS DEEMED A REGULAR EMPLOYEE; (Nitto Enterprises vs NLRC, Sept. 29, 1995)

NOTA BENE:
At the termination of the apprenticeship, the employee is not required to continue the employment; (not less than 3 months, not more than 6 months) If the aprenticeship is a requirement for graduation, the employer MAY NOT PAY ANY WAGE;

Art. 61 Contents of the Apprenticeship Agreement of the contracting parties 1. Full name and addresses

2. Date of birth of the apprentice 3. Name of trade, occupation or job in which the apprentice shall be trained and the dates on which such training will begin and will approximately end; 4. Approximate number of hours on-the-job training with compulsory theoretical instructions which the apprentice shall undergo during his training 5. Schedule of the work processes of the trade/occupation in which the apprentice shall be trained and the approximate time to be spent on the job in each process; 6. Graduated scale of wages to be paid to the apprentice 7. Probationary period of the apprenticeship during which either party may summarily terminate their agreement; 8. A clause that if the employer is unable to fulfill his training obligation, he may transfer the agreement, with the consent of the apprentice to any other employer who is willing to assume such obligation

Art. 62. Signing of the Apprenticeship Agreement Who signs?

The apprentice if of age; If the apprentice is a minor, it shall be singed in his behalf by his parent or guardian, or in the latters absence, by an authorized representative of the DOLE The employer or his duly authorized representative

Art. 63 Venue of Apprenticeship Programs

OJT TRAINING OF APPRENTICES MAY BE UNDERTAKEN IN: 1.The plant, shop or premises of the employer or firm concerned if the apprenticeship program is organized by an individual employer or firm; 2.The premises of one or several firms designated for the purpose by the organizer of the program is such organizer is an association of employers, civic group and the like, and 3.DOLE Training Center or other public training institutions with which the Bureau has made

Arts. 65-67 Violation of Apprenticeship Agreement OF APPRENTICESHIP INVESTIGATION OF VIOLATION

AGREEMENT (Art. 65, LCP) 1.either party to an agreement may terminate the same after the probationary period only for a VALID CAUSE 2.Action may be initiated upon complaint of any interested person or upon DOLEs own initiative APPEAL (Art. 66, LCP) The Decision of an authorized agency of the DOLE may appeal to the SOLE within 5 days from receipt of the adverse decision; EXHAUSTION OF ADMINISTRATIVE REMEDIES (Art. 66,LCP) Condition precedent to the institution of an action The plant apprenticeship committee shall have initial responsibility for settling differences arising out of

Art. 70 Voluntary Organization of Apprenticeship Program General Rule:

The organization of apprenticeship program shall be primarily a voluntary undertaking by the employer

Exception:
Instances when organization of program is compulsory:
When national security of particular requirements of economic develops so demand Where services of foreign technicians are utilized by private companies in apprenticeable trades

Art. 71 Deductability of Training Costs

An additional deduction from taxable income of of the value of labor training expenses incurred for developing the productivity and efficiency of apprentices are granted to the person or enterprise organizing an apprenticeship program REQUISITES:
The apprenticeship program must be duly recognized by the Department of Labor Deduction shall not exceed 10% of direct labor wage Employer must pay his apprentices the minimum wage

Art. 72 Apprentices WITHOUT Compensation

Apprentices may be hired WITHOUT COMPENSATION where OJT is: Required by the school Required by the Training Program Curriculum A requisite for graduation A requisite for Board Examination

RULES ON WORKING SCHOLARS

NO EE-ER RELATIONSHIP between students on one hand, and schools, colleges on the other hand, where there is an 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 which may be reasonable and necessary to finish their chose courses under such agreements (Sec.14, Rule X, Book III, IRR) Under this article, the student is not considered an employee. BUT IF HE CAUSES injury or damage to a third person, the school may be held liable under Art. 2180 of the NCC.

MODULE 3.2

LEARNERS
Atty. Harve B. Abella, Esq.

Art. 73 Learners Defined

Learners persons hired as TRAINEES in semiskilled and other industrial occupations which are non-apprenticeable and which may be learned through practical training on the job in a relatively short period of time which shall not exceed 3 months Learnership Agreement
Refers to the employment and training contract entered into between the employer and the learner

N.B.: OJT or practical training of a learner need not be supplemented by theoretical instruction

Art. 74. When learners may be hired

Conditions for hiring learners: No experienced workers are available The employment of learners being necessary to prevent curtailment of employment opportunities; Such employment will neither create unfair competition in terms of labor costs nor impair working standards

Art. 75 Contents of Learnership Agreement

The names and addresses of the employer and the learner The occupation to be learned and the duration of the training period which shall not exceed 3 months The wage of the learner shall be at least 75% of the applicable minimum wage A COMMITMENT TO EMPLOY if he so desires as a regular employee upon completion of the training NB: A learner who had worked during the first 2 months shall be deemed a regular employee if training is terminated by the employer before the end of the stipulated period though at no fault of the learner

APPRENTICESHIP

LEARNERSHIP

3-6 months practical training on Not to exceed 3 months the job Practical training on the job supplemented by related theoretical instruction Trainees in semi-skilled/industrial occupations which are nonapprenticeable which may be learned through practical training on the job in a relatively short period of time With a commitment to employ the learner as regular employee if he desires upon completion of learnership Effect of Pretermination Learner is considered a regular employee after 2 months of training and dismissal is without fault of learner Semi-skilled/industrial occupation (non-apprenticeable)

No commitment to hire

Effect of pretermination Worker is NOT considered an employee

HIGHLY-SKILLED or technical industries and in industrial occupation