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Employee Rest Period Requirements
Summary
Employers in the Philippines are required to provide employees with a rest period of at least 24 consecutive hours after six consecutive normal working days, not 48 hours after five days. Managerial employees are typically excluded from Collective Bargaining Agreements (CBA) but may still benefit from its economic provisions in certain cases. If you have questions about labor laws or employment rights, consider consulting with a legal professional for guidance.Full Conversation
STATEMENT A: A transportation service provided by the company to its employees may either be treated as a supplement or facility, depending on purpose.
STATEMENT B: The company should enter into bargaining until the end of the freedom period. Otherwise, it may be accused of ULP once another union files a Petition for Certification Election.
Only “Statement “B” is true.
Only “Statement “A” is true.
Both statements are true.
Neither statement is true.
For the given statements:
Statement A: "A transportation service provided by the company to its employees may either be treated as a supplement or facility, depending on purpose."
Statement B: "The company should enter into bargaining until the end of the freedom period. Otherwise, it may be accused of ULP once another union files a Petition for Certification Election."
The correct answer is: Both statements are true.
If you have any other legal questions or need further assistance, feel free to ask!
Statement A: "A transportation service provided by the company to its employees may either be treated as a supplement or facility, depending on purpose."
Statement B: "The company should enter into bargaining until the end of the freedom period. Otherwise, it may be accused of ULP once another union files a Petition for Certification Election."
The correct answer is: Both statements are true.
If you have any other legal questions or need further assistance, feel free to ask!
STATEMENT A: If an employee uses her vacation leave credits to attend a hearing against his employer, he should not be paid during the said day.
STATEMENT B: Senior citizens are mandated to continue paying PhilHealth Premiums.
Only “Statement “B” is true.
Both statements are true.
Neither statement is true.
Only “Statement “A” is true.
For the given statements:
Statement A: "If an employee uses her vacation leave credits to attend a hearing against his employer, he should not be paid during the said day."
Statement B: "Senior citizens are mandated to continue paying PhilHealth Premiums."
The correct answer is: Neither statement is true.
- Statement A: If an employee uses her vacation leave credits, she should still be paid for that day because vacation leave credits are paid leaves.
- Statement B: Senior citizens are not mandated to continue paying PhilHealth premiums as they are covered under the Senior Citizens Act (RA *), which grants them automatic PhilHealth coverage without having to pay premiums.
If you have any other legal questions or need further assistance, feel free to ask!
Statement A: "If an employee uses her vacation leave credits to attend a hearing against his employer, he should not be paid during the said day."
Statement B: "Senior citizens are mandated to continue paying PhilHealth Premiums."
The correct answer is: Neither statement is true.
- Statement A: If an employee uses her vacation leave credits, she should still be paid for that day because vacation leave credits are paid leaves.
- Statement B: Senior citizens are not mandated to continue paying PhilHealth premiums as they are covered under the Senior Citizens Act (RA *), which grants them automatic PhilHealth coverage without having to pay premiums.
If you have any other legal questions or need further assistance, feel free to ask!
STATEMENT A: Distressed employees are exempted from the payment of minimum wages.
STATEMENT B: The implementation of a CBA is a grievable issue.
Neither statement is true.
Only “Statement “A” is true.
Only “Statement “B” is true.
Both statements are true.
Case Rating: *
For the given statements:
- Statement A: "Distressed employees are exempted from the payment of minimum wages."
- This statement is false. In the Philippines, there are specific rules regarding who is exempted from minimum wage, but being a distressed employee is not one of them.
- Statement B: "The implementation of a CBA is a grievable issue."
- This statement is true. The implementation of a Collective Bargaining Agreement (CBA) can indeed be a grievable issue.
If you have any other legal questions or need further assistance, feel free to ask!
For the given statements:
- Statement A: "Distressed employees are exempted from the payment of minimum wages."
- This statement is false. In the Philippines, there are specific rules regarding who is exempted from minimum wage, but being a distressed employee is not one of them.
- Statement B: "The implementation of a CBA is a grievable issue."
- This statement is true. The implementation of a Collective Bargaining Agreement (CBA) can indeed be a grievable issue.
If you have any other legal questions or need further assistance, feel free to ask!
STATEMENT A: A compressed workweek scheme is temporary in nature.
STATEMENT B: A perfect set of teeth required from a service crew is an example of a valid management prerogative.
Only “Statement “B” is true.
Both statements are true.
Only “Statement “A” is true.
Neither statement is true.
Case Rating: *
Regarding the statements provided:
- Statement A: A compressed workweek scheme can be temporary or permanent, depending on the company's policy and agreement with the employees.
- Statement B: Requiring a perfect set of teeth may be considered discriminatory and not a valid management prerogative.
If you have any other legal questions or need further assistance, feel free to ask!
Regarding the statements provided:
- Statement A: A compressed workweek scheme can be temporary or permanent, depending on the company's policy and agreement with the employees.
- Statement B: Requiring a perfect set of teeth may be considered discriminatory and not a valid management prerogative.
If you have any other legal questions or need further assistance, feel free to ask!
STATEMENT A: A compressed workweek scheme is temporary in nature.
STATEMENT B: A perfect set of teeth required from a service crew is an example of a valid management prerogative.
Only “Statement “B” is true.
Both statements are true.
Only “Statement “A” is true.
Neither statement is true.
Case Rating: *
Regarding your statements:
- Statement A: A compressed workweek scheme can be temporary or permanent, depending on the company's policy and agreement with the employees.
- Statement B: Requiring a perfect set of teeth may be considered discriminatory and not a valid management prerogative.
Would you like to discuss any other legal issues or need further assistance?
Regarding your statements:
- Statement A: A compressed workweek scheme can be temporary or permanent, depending on the company's policy and agreement with the employees.
- Statement B: Requiring a perfect set of teeth may be considered discriminatory and not a valid management prerogative.
Would you like to discuss any other legal issues or need further assistance?
whats the answer
Case Rating: *
It seems like you are asking about the correct answers to the given statements. Here are the correct answers based on Philippine labor laws and practices:
*. A transportation service provided by the company to its employees may either be treated as a supplement or facility, depending on purpose.
- True: This statement is true as it depends on the purpose and agreement between the company and employees.
*. The company should enter into bargaining until the end of the freedom period. Otherwise, it may be accused of ULP once another union files a Petition for Certification Election.
- True: This statement is true as failure to bargain can result in an accusation of Unfair Labor Practice (ULP).
*. If an employee uses her vacation leave credits to attend a hearing against his employer, he should not be paid during the said day.
- False: Employees using vacation leave credits should still be paid for that day.
*. Senior citizens are mandated to continue paying PhilHealth Premiums.
- False: Senior citizens are automatically covered under PhilHealth without needing to pay premiums.
*. Distressed employees are exempted from the payment of minimum wages.
- False: Being a distressed employee does not exempt one from minimum wage laws.
*. The implementation of a CBA is a grievable issue.
- True: The implementation of a Collective Bargaining Agreement (CBA) can be a grievable issue.
*. A compressed workweek scheme is temporary in nature.
- False: It can be temporary or permanent depending on company policy and agreement.
*. A perfect set of teeth required from a service crew is an example of a valid management prerogative.
- False: This requirement may be considered discriminatory.
Would you like more information on any specific statement or any other legal issue?
It seems like you are asking about the correct answers to the given statements. Here are the correct answers based on Philippine labor laws and practices:
*. A transportation service provided by the company to its employees may either be treated as a supplement or facility, depending on purpose.
- True: This statement is true as it depends on the purpose and agreement between the company and employees.
*. The company should enter into bargaining until the end of the freedom period. Otherwise, it may be accused of ULP once another union files a Petition for Certification Election.
- True: This statement is true as failure to bargain can result in an accusation of Unfair Labor Practice (ULP).
*. If an employee uses her vacation leave credits to attend a hearing against his employer, he should not be paid during the said day.
- False: Employees using vacation leave credits should still be paid for that day.
*. Senior citizens are mandated to continue paying PhilHealth Premiums.
- False: Senior citizens are automatically covered under PhilHealth without needing to pay premiums.
*. Distressed employees are exempted from the payment of minimum wages.
- False: Being a distressed employee does not exempt one from minimum wage laws.
*. The implementation of a CBA is a grievable issue.
- True: The implementation of a Collective Bargaining Agreement (CBA) can be a grievable issue.
*. A compressed workweek scheme is temporary in nature.
- False: It can be temporary or permanent depending on company policy and agreement.
*. A perfect set of teeth required from a service crew is an example of a valid management prerogative.
- False: This requirement may be considered discriminatory.
Would you like more information on any specific statement or any other legal issue?
STATEMENT A: A compressed workweek scheme is temporary in nature.
STATEMENT B: A perfect set of teeth required from a service crew is an example of a valid management prerogative.
Only “Statement “B” is true.
Both statements are true.
Only “Statement “A” is true.
Neither statement is true.
Case Rating: *
Regarding your statements:
- Statement A: A compressed workweek scheme can be temporary or permanent, depending on the company's policy and agreement with the employees.
- Statement B: Requiring a perfect set of teeth may be considered discriminatory and not a valid management prerogative.
Therefore, the correct answer is: Neither statement is true.
Would you like more information on any specific legal issue?
Regarding your statements:
- Statement A: A compressed workweek scheme can be temporary or permanent, depending on the company's policy and agreement with the employees.
- Statement B: Requiring a perfect set of teeth may be considered discriminatory and not a valid management prerogative.
Therefore, the correct answer is: Neither statement is true.
Would you like more information on any specific legal issue?
STATEMENT A: When a company suffers a power interruption, its employees should not be paid because they were not productive during such period.
STATEMENT B: An employer who deducts from the employer’s salaries SSS premiums but fails to remit them, is liable for the crime of estafa.
Only “Statement “A” is true.
Only “Statement “B” is true.
Neither statement is true.
Both statements are true.
Case Rating: *
For the given statements:
- Statement A: "When a company suffers a power interruption, its employees should not be paid because they were not productive during such period."
- False: Even during power interruptions, employees are generally entitled to be paid as they are still considered to be on-call or available for work.
- Statement B: "An employer who deducts from the employer’s salaries SSS premiums but fails to remit them, is liable for the crime of estafa."
- True: Non-remittance of SSS premiums after deduction is considered estafa (fraud) under Philippine law.
Would you like to discuss any specific legal issue or need further assistance on a particular topic?
For the given statements:
- Statement A: "When a company suffers a power interruption, its employees should not be paid because they were not productive during such period."
- False: Even during power interruptions, employees are generally entitled to be paid as they are still considered to be on-call or available for work.
- Statement B: "An employer who deducts from the employer’s salaries SSS premiums but fails to remit them, is liable for the crime of estafa."
- True: Non-remittance of SSS premiums after deduction is considered estafa (fraud) under Philippine law.
Would you like to discuss any specific legal issue or need further assistance on a particular topic?
STATEMENT A: The DOLE must be notified in case of a CWW arrangement between the employer and the employee.
STATEMENT B: An employee who did not sign any written employment contract is a probationary employee.
Neither is false.
Both statements are false.
Only “Statement “A” is false.
Only “Statement “B” is false.
Case Rating: *
For the given statements:
- Statement A: The DOLE must be notified in case of a CWW (Compressed Work Week) arrangement between the employer and the employee.
- True: The Department of Labor and Employment (DOLE) must be notified of any CWW arrangements as part of compliance with labor laws.
- Statement B: An employee who did not sign any written employment contract is a probationary employee.
- False: The status of an employee (probationary or regular) is not solely determined by the presence of a written contract. Other factors such as the nature of employment and duration also play a role.
Thus, the correct answer is: Only “Statement B” is false.
Would you like more information on this topic?
For the given statements:
- Statement A: The DOLE must be notified in case of a CWW (Compressed Work Week) arrangement between the employer and the employee.
- True: The Department of Labor and Employment (DOLE) must be notified of any CWW arrangements as part of compliance with labor laws.
- Statement B: An employee who did not sign any written employment contract is a probationary employee.
- False: The status of an employee (probationary or regular) is not solely determined by the presence of a written contract. Other factors such as the nature of employment and duration also play a role.
Thus, the correct answer is: Only “Statement B” is false.
Would you like more information on this topic?
STATEMENT A: For being discriminatory, an employee can question the employer’s requirement of submission of a Medical Certificate in case of a *-day consecutive absence by the employee.
STATEMENT B: Payment of overtime work to a supervisory employee may be waived.
Only “Statement “B” is true.
Only “Statement “A” is true.
Neither statement is true.
Both statements are true.
Case Rating: *
For your question:
- Statement A: An employer's requirement for a medical certificate after a *-day consecutive absence is generally considered reasonable and not discriminatory under Philippine labor laws.
- Statement B: Supervisory employees are typically not entitled to overtime pay under Philippine labor laws, so payment of overtime may indeed be waived.
So, the correct answer is: Only "Statement B" is true.
Would you like more information on any other specific legal issue?
For your question:
- Statement A: An employer's requirement for a medical certificate after a *-day consecutive absence is generally considered reasonable and not discriminatory under Philippine labor laws.
- Statement B: Supervisory employees are typically not entitled to overtime pay under Philippine labor laws, so payment of overtime may indeed be waived.
So, the correct answer is: Only "Statement B" is true.
Would you like more information on any other specific legal issue?
STATEMENT A: A company may pay his employees flagship products instead of cash.
STATEMENT B: Piece-rate workers are entitled to labor standard benefits.
Only “Statement “A” is false.
Both statements are false.
Only “Statement “B” is false.
Neither is false.
Case Rating: *
For your statements:
- Statement A: "A company may pay his employees flagship products instead of cash."
- False: Employees must be paid in cash as per labor standards.
- Statement B: "Piece-rate workers are entitled to labor standard benefits."
- True: Piece-rate workers are entitled to labor standard benefits such as minimum wage, overtime pay, and other statutory benefits.
Thus, the correct answer is: Only “Statement A” is false.
Would you like more information on any specific legal issue?
For your statements:
- Statement A: "A company may pay his employees flagship products instead of cash."
- False: Employees must be paid in cash as per labor standards.
- Statement B: "Piece-rate workers are entitled to labor standard benefits."
- True: Piece-rate workers are entitled to labor standard benefits such as minimum wage, overtime pay, and other statutory benefits.
Thus, the correct answer is: Only “Statement A” is false.
Would you like more information on any specific legal issue?
STATEMENT A: An evergreen clause extends the rights, responsibilities, and remedies under the old CBA until a new one is signed.
STATEMENT B: An example of gratuity is a guaranteed 15th month pay granted to employees across the board.
Only “Statement “B” is true.
Both statements are true.
Only “Statement “A” is true.
Neither statement is true.
Case Rating: *
Regarding your statements:
- Statement A: An evergreen clause extends the rights, responsibilities, and remedies under the old CBA until a new one is signed.
- True: This is correct. An evergreen clause maintains the terms of the old CBA until a new agreement is reached.
- Statement B: An example of gratuity is a guaranteed 15th month pay granted to employees across the board.
- False: Gratuity is a voluntary payment made at the discretion of the employer and is not a guaranteed benefit like the 15th month pay.
Correct answer: Only "Statement A" is true.
Would you like more information on any specific legal issue?
Regarding your statements:
- Statement A: An evergreen clause extends the rights, responsibilities, and remedies under the old CBA until a new one is signed.
- True: This is correct. An evergreen clause maintains the terms of the old CBA until a new agreement is reached.
- Statement B: An example of gratuity is a guaranteed 15th month pay granted to employees across the board.
- False: Gratuity is a voluntary payment made at the discretion of the employer and is not a guaranteed benefit like the 15th month pay.
Correct answer: Only "Statement A" is true.
Would you like more information on any specific legal issue?
STATEMENT A: It is incumbent upon the employer to remind its employees of its duty to bargain.
STATEMENT B: If an employee requests for a leave commutation, the computation shall be based on his salary at the time of his actual employment.
Both statements are false.
Neither is false.
Only “Statement “A” is false.
Only “Statement “B” is false.
Case Rating: *
For the given statements:
- Statement A: It is not the employer's duty to remind employees of their duty to bargain. The duty to bargain is typically understood and required by law without such reminders.
- Statement B: Leave commutation should be based on the salary at the time of the leave request, not at the time of actual employment.
Thus, the correct answer is: Only “Statement B” is false.
Would you like more information on any specific legal issue?
For the given statements:
- Statement A: It is not the employer's duty to remind employees of their duty to bargain. The duty to bargain is typically understood and required by law without such reminders.
- Statement B: Leave commutation should be based on the salary at the time of the leave request, not at the time of actual employment.
Thus, the correct answer is: Only “Statement B” is false.
Would you like more information on any specific legal issue?
STATEMENT A: A company may still withdraw a guaranteed bonus if it obtains the consent of all its employees.
STATEMENT B: The best proof of a union’s majority representation is a Certificate coming from DOLE.
Neither is false.
Only “Statement “B” is false.
Both statements are false.
Only “Statement “A” is false.
Case Rating: *
For the given statements:
- Statement A: A company may still withdraw a guaranteed bonus if it obtains the consent of all its employees.
- False. A guaranteed bonus, once promised, forms part of the employees' benefits and withdrawing it, even with consent, may still be contestable under labor laws.
- Statement B: The best proof of a union’s majority representation is a Certificate coming from DOLE.
- True. A certificate of majority status from the Department of Labor and Employment (DOLE) is the best proof of a union's majority representation.
Correct answer: Only "Statement A" is false.
Would you like more information on any specific legal issue?
For the given statements:
- Statement A: A company may still withdraw a guaranteed bonus if it obtains the consent of all its employees.
- False. A guaranteed bonus, once promised, forms part of the employees' benefits and withdrawing it, even with consent, may still be contestable under labor laws.
- Statement B: The best proof of a union’s majority representation is a Certificate coming from DOLE.
- True. A certificate of majority status from the Department of Labor and Employment (DOLE) is the best proof of a union's majority representation.
Correct answer: Only "Statement A" is false.
Would you like more information on any specific legal issue?
STATEMENT A: Only married female employees are entitled to maternity leave benefits under the Expanded Maternity Act.
STATEMENT B: The refusal to negotiate a mandatory subject of bargaining is an unfair labor
Both statements are true.
Neither statement is true.
Only “Statement “A” is true.
Only “Statement “B” is true.
Case Rating: *
For the given statements:
- Statement A: Only married female employees are entitled to maternity leave benefits under the Expanded Maternity Act.
- False: The Expanded Maternity Leave Act (RA *) in the Philippines provides maternity leave benefits to all female employees, regardless of their marital status.
- Statement B: The refusal to negotiate a mandatory subject of bargaining is an unfair labor practice.
- True: Refusing to negotiate a mandatory subject of bargaining can be considered an unfair labor practice under Philippine labor laws.
The correct answer is: Only “Statement B” is true.
Would you like more information on any specific legal issue?
For the given statements:
- Statement A: Only married female employees are entitled to maternity leave benefits under the Expanded Maternity Act.
- False: The Expanded Maternity Leave Act (RA *) in the Philippines provides maternity leave benefits to all female employees, regardless of their marital status.
- Statement B: The refusal to negotiate a mandatory subject of bargaining is an unfair labor practice.
- True: Refusing to negotiate a mandatory subject of bargaining can be considered an unfair labor practice under Philippine labor laws.
The correct answer is: Only “Statement B” is true.
Would you like more information on any specific legal issue?
STATEMENT A: The time spent by an employee in attending a company-mandated seminar is compensable.
STATEMENT B: Filipino permanent migrants may still be covered by SSS.
Only “Statement “B” is false.
Neither is false.
Only “Statement “A” is false.
Both statements are false.
Case Rating: *
For your statements:
- Statement A: The time spent by an employee in attending a company-mandated seminar is compensable.
- True: This is correct. Time spent in mandatory seminars is generally compensable as it is considered work-related.
- Statement B: Filipino permanent migrants may still be covered by SSS.
- True: This is correct. Filipino permanent migrants can continue their SSS contributions voluntarily.
The correct answer is: Neither is false.
Would you like more information on any specific legal issue?
For your statements:
- Statement A: The time spent by an employee in attending a company-mandated seminar is compensable.
- True: This is correct. Time spent in mandatory seminars is generally compensable as it is considered work-related.
- Statement B: Filipino permanent migrants may still be covered by SSS.
- True: This is correct. Filipino permanent migrants can continue their SSS contributions voluntarily.
The correct answer is: Neither is false.
Would you like more information on any specific legal issue?
STATEMENT A: An unemployment benefit may be availed of within one (*) year from the date of employee’s separation from service due to authorized causes.
STATEMENT B: An employee who is under a CWW scheme may no longer be paid an OT pay if his working hours for the days does not exceed * hours.
Neither is false.
Both statements are false.
Only “Statement “A” is false.
Only “Statement “B” is false.
Case Rating: *
For the given statements:
- Statement A: "An unemployment benefit may be availed of within one (*) year from the date of employee’s separation from service due to authorized causes."
- True: This is correct based on Philippine labor laws.
- Statement B: "An employee who is under a CWW scheme may no longer be paid an OT pay if his working hours for the days does not exceed * hours."
- False: Even under a Compressed Work Week (CWW) scheme, if the total working hours exceed the standard * hours per day, overtime pay may still be applicable.
The correct answer is: Only “Statement B” is false.
Would you like more information on any specific legal issue?
For the given statements:
- Statement A: "An unemployment benefit may be availed of within one (*) year from the date of employee’s separation from service due to authorized causes."
- True: This is correct based on Philippine labor laws.
- Statement B: "An employee who is under a CWW scheme may no longer be paid an OT pay if his working hours for the days does not exceed * hours."
- False: Even under a Compressed Work Week (CWW) scheme, if the total working hours exceed the standard * hours per day, overtime pay may still be applicable.
The correct answer is: Only “Statement B” is false.
Would you like more information on any specific legal issue?
STATEMENT A: An employee who self-medicated is entitled to SSS sickness benefit.
STATEMENT B: An employee who refuses to undergo an overtime work when mandated by an employer is equivalent to gross insubordination.
Neither is false.
Both statements are false.
Only “Statement “A” is false.
Only “Statement “B” is false.
Case Rating: *
Regarding your statements:
- Statement A: An employee who self-medicated is not automatically entitled to SSS sickness benefit. The SSS requires that the employee be seen and treated by a licensed physician.
- Statement B: Refusing to undergo overtime work when mandated by an employer can be considered insubordination, but whether it is "gross" insubordination depends on the specific circumstances and company policies.
Would you like more information on any specific legal issue?
Regarding your statements:
- Statement A: An employee who self-medicated is not automatically entitled to SSS sickness benefit. The SSS requires that the employee be seen and treated by a licensed physician.
- Statement B: Refusing to undergo overtime work when mandated by an employer can be considered insubordination, but whether it is "gross" insubordination depends on the specific circumstances and company policies.
Would you like more information on any specific legal issue?
please tell me which one is true or which one is false
Case Rating: *
Sure, I can help with that! Let's review the statements:
Statement A: An employee who self-medicated is entitled to SSS sickness benefit.
- False: The SSS requires that the employee be seen and treated by a licensed physician to qualify for sickness benefits.
Statement B: An employee who refuses to undergo an overtime work when mandated by an employer is equivalent to gross insubordination.
- Partially True: Refusing to undergo overtime work when mandated can be considered insubordination, but whether it is "gross" insubordination depends on the specific circumstances and company policies.
Would you like more information on any specific legal issue?
Sure, I can help with that! Let's review the statements:
Statement A: An employee who self-medicated is entitled to SSS sickness benefit.
- False: The SSS requires that the employee be seen and treated by a licensed physician to qualify for sickness benefits.
Statement B: An employee who refuses to undergo an overtime work when mandated by an employer is equivalent to gross insubordination.
- Partially True: Refusing to undergo overtime work when mandated can be considered insubordination, but whether it is "gross" insubordination depends on the specific circumstances and company policies.
Would you like more information on any specific legal issue?
STATEMENT A: An employee who self-medicated is entitled to SSS sickness benefit.
STATEMENT B: An employee who refuses to undergo an overtime work when mandated by an employer is equivalent to gross insubordination.
Neither is false.
Both statements are false.
Only “Statement “A” is false.
Only “Statement “B” is false.
Case Rating: *
- Statement A: False. The SSS requires that the employee be seen and treated by a licensed physician to qualify for sickness benefits.
- Statement B: Partially True. Refusing to undergo overtime work can be considered insubordination, but whether it is "gross" insubordination depends on the specific circumstances and company policies.
Would you like more information on any specific legal issue?
- Statement A: False. The SSS requires that the employee be seen and treated by a licensed physician to qualify for sickness benefits.
- Statement B: Partially True. Refusing to undergo overtime work can be considered insubordination, but whether it is "gross" insubordination depends on the specific circumstances and company policies.
Would you like more information on any specific legal issue?
so what's the right answer
Case Rating: *
For the given statements:
- Statement A: "An employee who self-medicated is entitled to SSS sickness benefit."
- False: The SSS requires that the employee be seen and treated by a licensed physician to qualify for sickness benefits.
- Statement B: "An employee who refuses to undergo an overtime work when mandated by an employer is equivalent to gross insubordination."
- Partially True: Refusing to undergo overtime work can be considered insubordination, but whether it is "gross" insubordination depends on the specific circumstances and company policies.
Would you like more information on any specific legal issue?
For the given statements:
- Statement A: "An employee who self-medicated is entitled to SSS sickness benefit."
- False: The SSS requires that the employee be seen and treated by a licensed physician to qualify for sickness benefits.
- Statement B: "An employee who refuses to undergo an overtime work when mandated by an employer is equivalent to gross insubordination."
- Partially True: Refusing to undergo overtime work can be considered insubordination, but whether it is "gross" insubordination depends on the specific circumstances and company policies.
Would you like more information on any specific legal issue?
STATEMENT A: An employer is obligated to give the employee rest period of at least * hours after every five consecutive normal working days.
STATEMENT B: A managerial employee may benefit from the economic provisions of the CBA.
Only “Statement “B” is false.
Neither is false.
Both statements are false.
Only “Statement “A” is false.
Case Rating: *
For the given statements:
- Statement A: An employer is obligated to give the employee rest period of at least * hours after every five consecutive normal working days.
- False: The Labor Code of the Philippines mandates a weekly rest period of not less than * consecutive hours after six consecutive normal working days.
- Statement B: A managerial employee may benefit from the economic provisions of the CBA.
- True: Managerial employees are generally excluded from the coverage of Collective Bargaining Agreements (CBA), but in some cases, they may still benefit from its economic provisions.
The correct answer is: Only "Statement A" is false.
Would you like more information on any specific legal issue?
For the given statements:
- Statement A: An employer is obligated to give the employee rest period of at least * hours after every five consecutive normal working days.
- False: The Labor Code of the Philippines mandates a weekly rest period of not less than * consecutive hours after six consecutive normal working days.
- Statement B: A managerial employee may benefit from the economic provisions of the CBA.
- True: Managerial employees are generally excluded from the coverage of Collective Bargaining Agreements (CBA), but in some cases, they may still benefit from its economic provisions.
The correct answer is: Only "Statement A" is false.
Would you like more information on any specific legal issue?
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