wage rationalization act 1989 - nwpc publication.pdf

Home

About Us

Minimum Wage Rates

Statistics

Updates

References

FAQs

Legal Forum

Jobs and Bids

Contact Us

Regional Boards

Other Links

Commissioners Page

NWPC Intranet

Legal Forum

RA 6971 | RA 8188 | Guidelines on the Issuance of Wage Advisories for BMBE Rules on Exemption | Rules of Procedure on Minimum Wage Fixing

Guidelines on the Imposition of Double Indemnity / NWPC Guidelines No. 1 Series of 2007 | NWPC Guidelines No. 2 Series of 2007 | RTWPB NCR

Resolution No. 02 Series of 2008 | Featured Case/s

Republic of the Philippines Congress of the Philippines

Metro Manila

Second Regular Session

Begun and held in Metro Manila, on Monday, the twenty- fifth day of July, nineteen hundred and eighty-eight

[REPUBLIC ACT NO. 6727]

AN ACT TO RATIONALIZE WAGE POLICY DETERMINATION BY ESTABLISHING THE MECHANISM AND PROPER STANDARDS THEREFOR, AMENDING FOR THE PURPOSE ARTICLE 99 OF, AND INCORPORATING ARTICLES 120, 121, 122, 123, 124, 126 AND 127 INTO, PRESIDENTIAL DECREE NO. 442, AS AMENDED, OTHERWISE KNOWN AS THE LABOR CODE OF THEPHILIPPINES, FIXING NEW WAGE RATES, PROVIDING WAGE INCENTIVES FOR INDUSTRIAL DISPERSAL TO THE COUNTRYSIDE, AND FOR OTHER PURPOSES

Be it enacted by the Senate and House of Representatives of the Philippines in Congress assembled:

Sec. 1. This Act shall be known as the "Wage Rationalization Act."

Sec. 2. It is hereby declared the policy of the State to rationalize the fixing of minimumwages and to promote productivity-improvement and gain-sharing measures to ensure a decent standard of living for the workers and their families; to guarantee the rights of labor to its just share in the fruits of production; to enhance employment generation in the countryside through industry dispersal; and to allow business and industry reasonable returns on investment, expansion and growth.

The State shall promote collective bargaining as the primary mode of setting wages andother terms and conditions of employment; and, whenever necessary, the minimum wage rates shall be adjusted in a fair and equitable manner, considering existing regional disparities in the cost of living and other socio-economic factors and the national economic and social development plans.

Sec. 3. In line with the declared policy under this Act, Article 99 of Presidential Decree No. 442, as amended, is hereby amended and Articles 120, 121, 122, 123, 124, 126 and 127 are hereby incorporated into Presidential Decree No. 442, as amended, to read as follows:

"Art. 99. Regional Minimum Wages. - The minimum wage rates for agricultural and non-agricultural employees and workers in each and every region of the country shall be those prescribed by the Regional Tripartite Wages and Productivity Boards."

"Art. 120. Creation of the National Wages and Productivity Commission. - There is herebycreated a National Wages and Productivity Commission, hereinafter referred to as the Commission, which shall be attached to the Department of Labor and Employment (DOLE) forpolicy and program coordination."

"Art. 121. Powers and Functions of the Commission. - The Commission shall have thefollowing powers and functions:

(a) To act as the national consultative and advisory body to the President of the Philippines and Congress on matters relating to wages, incomes and productivity;

(b) To formulate policies and guidelines on wages, incomes and productivity improvement at the enterprise, industry and national levels;

their families and contribute to the competitiveness of enterprises through improved productivity of workers..

Page 1 of 46Official Website of National Wages and Productivity Commission

29/09/2011http://www.nwpc.dole.gov.ph/legal.html

(c) To prescribe rules and guidelines for the determination of appropriate minimum wage and productivity measures at the regional, provincial or industry levels;

(d) To review regional wage levels set by the Regional Tripartite Wages and Productivity Boards to determine if these are in accordance with prescribed guidelines and national development plans;

(e) To undertake studies, researches and surveys necessary for the attainment of its functions and objectives, and to collect and compile data and periodically disseminate information on wages and productivity and other related information, including, but not limited to, employment, cost-of-living, labor costs, investments and returns;

(f) To review plans and programs of the Regional Tripartite Wages and Productivity Boards to determine whether these are consistent with national development plans;

(g) To exercise technical and administrative supervision over the Regional Tripartite Wages and Productivity Boards;

(h) To call, from time to time, a national tripartite conference of representatives of government, workers and employers for the consideration of measures to promote wage rationalization and productivity; and

(i) To exercise such powers and functions as may be necessary to implement this Act.

"The Commission shall be composed of the Secretary of Labor and Employment as ex-officio chairman, the Director-General of the National Economic and Development Authority (NEDA) as ex-officio vice-chairman, and two (2) members each from workers and employers sectors who shall be appointed by the President of the Philippines upon recommendation of the Secretary of Labor and Employment to be made on the basis of the list of nominees submitted by the workers and employers sectors, respectively, and who shall serve for a term of five (5) years. The Executive Director of the Commission Secretariat shall also be a member of the Commission."

"The Commission shall be assisted by a Secretariat to be headed by an Executive Director and two (2) Deputy Directors, who shall be appointed by the President of the Philippines, upon recommendation of the Secretary of Labor and Employment."

"The Executive Director shall have the same rank, salary, benefits and other emoluments asthat of a Department Assistant Secretary, while the Deputy Directors shall have the same rank, salary, benefits and other emoluments as that of a Bureau Director. The members of theCommission representing labor and management shall have the same rank, emoluments, allowances and other benefits as those prescribed by law for labor and management representatives in the Employees' Compensation Commission."

"Art. 122. Creation of Regional Tripartite Wages and Productivity Boards. - There is hereby created Regional Tripartite Wages and Productivity Boards, hereinafter referred to as Regional Boards, in all regions, including autonomous regions as may be established by law. The Commission shall determine the offices/headquarters of the respective Regional Boards.

"The Regional Boards shall have the following powers and functions in their respectiveterritorial jurisdiction:

(a) To develop plans, programs and projects relative to wages, incomes and productivity improvement for their respective regions;

(b) To determine and fix minimum wage rates applicable in their region, provinces or industries therein and to issue the corresponding wage orders, subject to guidelines issued by the Commission;

(c) To undertake studies, researches, and surveys necessary for the attainment of their functions, objectives and programs, and to collect and compile data on wages, incomes, productivity and other related information and periodically disseminate the same;

(d) To coordinate with the other Regional Boards as may be necessary to attain the policy and intention of this Code;

(e) To receive, process and act on applications for exemption from prescribed wage rates as may be provided by law or any Wage Order; and

(f) To exercise such other powers and functions as may be necessary to carry out their mandate under this Code.



"Implementation of the plans, programs and projects of the Regional Boards referred to inthe second paragraph, letter (a) of this Article, shall be through the respective regional offices of the Department of Labor and Employment within their territorial jurisdiction; Provided, however, That the Regional Boards shall have technical supervision over the regional office of the Department of Labor and Employment with respect to the implementation of said plans, programs and projects.

"Each Regional Board shall be composed of the Regional Director of the Department of Laborand Employment as chairman, the Regional Directors of the National Economic and Development Authority and Department of Trade and Industry as vice-chairmen and two (2) members each from workers and employers sectors who shall be appointed by the President of the Philippines, upon recommendation of the Secretary of Labor and Employment, to be made on the basis of the list of nominees submitted by the workers and employers sectors, respectively, and who shall serve for a term of five (5) years.

"Each Regional Board to be headed by its chairman shall be assisted by a Secretariat."

"Art. 123. Wage Order. - Whenever conditions in the region so warrant, the Regional Board shall investigate and study all pertinent facts; and, based on the standards and criteria herein prescribed, shall proceed to determine whether a Wage Order should be issued.

Any such Wage Order shall take effect after fifteen (15) days from its complete publicationin at least one (l) newspaper of general circulation in the region.

"In the performance of its wage-determining functions, the Regional Board shall conductpublic hearings/consultations, giving notices to employees' and employers' groups, provincial, city and municipal officials and other interested parties.

"Any party aggrieved by the Wage Order issued by the Regional Board may appeal such orderto the Commission within ten (l0) calendar days from the publication of such order. It shall be mandatory for the Commission to decide such appeal within sixty (60) calendar days from the filing thereof.

"The filing of the appeal does not operate to stay the order unless the person appealing suchorder shall file with the Commission an undertaking with a surety or sureties satisfactory to the Commission for the payment to the employees affected by the order of the corresponding increase, in the event such order is affirmed."

"Art. 124. Standards/Criteria for Minimum Wage Fixing. The regional minimum wages to beestablished by the Regional Board shall be as nearly adequate as is economically feasible to maintain the minimum standards of living necessary for the health, efficiency and general well-being of the employees within the framework of the national economic and social development program. In the determination of such regional minimum wages, the Regional Board shall, among other relevant factors, consider the following:

(a) The demand for living wages; (b) Wage adjustment vis--vis the consumer price index; (c) The cost of living and changes or increases therein; (d) The needs of workers and their families; (e) The need to induce industries to invest in the countryside; (f) Improvements in standards of living; (g) The prevailing wage levels; (h) Fair return of the capital invested and capacity to pay of employers; (i) Effects on employment generation and family income; and (j) The equitable distribution of income and wealth along the imperatives of economic and social development.

"The wages prescribed in accordance with the provisions of this Title shall be the standard prevailing minimum wages in every region. These wages shall include wages varying with industries, provinces or localities if in the judgment of the Regional Board conditions make such local differentiation proper and necessary to effectuate the purpose of this Title.

"Any person, company, corporation, partnership or any other entity engaged in business shall file and register annually with the appropriate Regional Board, Commission and the National Statistics Office an itemized listing of their labor component, specifying the names of their workers and employees below the managerial level, including learners, apprentices anddisabled/handicapped workers who were hired under the terms prescribed in the employment contracts, and their corresponding salaries and wages.



"Where the application of any prescribed wage increase by virtue of a law or Wage Orderissued by any Regional Board results in distortions of the wage structure within an establishment, the employer and the union shall negotiate to correct the distortions. Any dispute arising from wage distortions shall be resolved through the grievance procedure under their collective bargaining agreement and, if it remains unresolved, through voluntaryarbitration. Unless otherwise agreed by the parties in writing, such dispute shall be decided by the voluntary arbitrator or panel of voluntary arbitrators within ten (10) calendar days from the time said dispute was referred to voluntary arbitration.

"In cases where there are no collective agreements or recognized labor unions, theemployers and workers shall endeavor to correct such distortions. Any dispute arising therefrom shall be settled through the National Conciliation and Mediation Board and, if it remains unresolved after ten (10) calendar days of conciliation, shall be referred to the appropriate branch of the National Labor Relations Commission (NLRC). It shall be mandatory for the NLRC to conduct continuous hearings and decide the dispute within twenty (20) calendar days from the time said dispute is submitted for compulsory arbitration.

"The pendency of a dispute arising from a wage distortion shall not in any way delay theapplicability of any increase in prescribed wage rates pursuant to the provisions of law or Wage Order.

"As used, herein, a wage distortion shall mean a situation where an increase in prescribed wage rates results in the elimination or severe contraction of intentional quantitative differences in wage or salary rates between and among employee groups in an establishment as to effectively obliterate the distinctions embodied in such wage structure based on skills, length of service, or other logical bases of differentiation.

"All workers paid by result, including those who are paid on piecework, takay, pakyaw ortask basis, shall receive not less than the prescribed wage rates per eight (8) hours work a day, or a proportion thereof for working less than eight (8) hours.

"All recognized learnership and apprenticeship agreements shall be considered automatically modified insofar as their wage clauses are concerned to reflect the prescribed wage rates."

"Art. 126. Prohibition Against Injunction. - No preliminary or permanent injunction ortemporary restraining order may be issued by any court, tribunal or other entity against any proceedings before the Commission or the Regional Boards."

"Art. 127. Non-Diminution of Benefits. - No Wage Order issued by any Regional Board shallprovide for wage rates lower than the statutory minimum wage rates prescribed by Congress."

Sec. 4. (a) Upon the effectivity of this Act, the statutory minimum wage rates of all workers and employees in the private sector, whether agricultural or non-agricultural, shall be increased by twenty-five pesos (P25.00) per day, except that workers and employees in plantation agricultural enterprises outside of the National Capital Region (NCR) with an annual gross sales of less than five million pesos (P5,000,000.00) in the preceding year shall be paid an increase of twenty pesos (P20.00), and except further that workers and employees ofcottage/handicraft industries, non-plantation agricultural enterprises, retail/service establishments regularly employing not more than ten (10) workers, and business enterprises with a capitalization of not more than five hundred thousand pesos (P500,000.00) and employing not more than twenty (20) employees, which are located or operating outside the NCR, shall be paid only an increase of fifteen pesos (P15.00): Provided, That those already receiving above the minimum wage rates up to one hundred pesos (P100.00) shall also receive an increase of twenty-five pesos (P25.00) per day, and except that the workers and employees mentioned in the first exception clause of this section shall also be paid only an increase of twenty-pesos (P20.00), and except further that those employees enumerated in the second exception clause of this Section shall also be paid only an increase of fifteen pesos (P15.00): Provide, further, That the appropriate Regional Board is hereby authorized to grant additionalincreases to the workers and employees mentioned in the exception clauses of this Section if, on the basis of its determination pursuant to Article 124 of the Labor Code such increases are necessary.

(b) The increase of twenty-five pesos (P25.00) prescribed under this Section shall apply to all workers and employees entitled to the same in private educational institutions as soon as they have increased or are granted authority to increase their tuition fees during school year 1989-1990. Otherwise, such increase shall be so applicable not later than the opening of the nextschool year beginning 1990.

(c) Exempted from the provisions of this Act are household or domestic helpers and persons employed in the personal service of another, including family drivers.

Retail/service establishments regularly employing not more than ten (10) workers may beexempted from the applicability of this Act upon application with and as determined by the appropriate Regional Board in accordance with the applicable rules and regulations issued bythe Commission. Whenever an application for exemption has been duly filed with the appropriate Regional Board, action on any complaint for alleged non-compliance with this Act shall be deferred pending resolution of the application for exemption by the appropriate Regional Board.



In the event that applications for exemptions are not granted, employees shall receive theappropriate compensation due them as provided for by this Act plus interest of one percent (1%) per month retroactive to the effectivity of this Act.

(d) If expressly provided for and agreed upon in the collective bargaining agreements, allincreases in the daily basic wage rates granted by the employers three (3) months before the effectivity of this Act shall be credited as compliance with the increases in the wage rates prescribed herein, provided that, where such increases are less than the prescribed increases in the wage rates under this Act, the employer shall pay the difference. Such increases shall not include anniversary wage increases, merit wage increases and those resulting from the regularization or promotion of employees.

Where the application of the increases in the wage rate under this Section results indistortions as defined under existing laws in the wage structure within an establishment and gives rise to a dispute therein, such dispute shall first be settled voluntarily between the parties and in the event of a deadlock, the same shall be finally resolved through compulsory arbitration by the regional arbitration branch of the National Labor Relations Commission (NLRC) having jurisdiction over the workplace.

It shall be mandatory for the NLRC to conduct continuous hearings and decide any disputearising under this Section within twenty(20) calendar days from the time said dispute is formally submitted to it for arbitration. The pendency of a dispute arising from a wagedistortion shall not in any way delay the applicability of the increases in the wage rates prescribed under this Section.

Sec. 5. Within a period of four (4) years from the effectivity of this Act and withoutprejudice to collective bargaining negotiations or agreements or other employment contracts between employers and workers, new business enterprises that may be established outside theNCR and export processing zones whose operation or investments need initial assistance as may be determined by the Department of Labor and Employment in consultation with the Department of Trade and Industry or the Department of Agriculture, as the case may be shall be exempt from the application of this Act for not more than three (3) years from the start of their operations: Provided, That such new business enterprises established in Region III (Central Luzon) and Region IV (Southern Tagalog) shall be exempt from such increases only for two (2) years from the start of their operations, except those established in the Provinces of Palawan, Oriental Mindoro, Occidental Mindoro, Marinduque, Romblon, Quezon and Aurora, which shall enjoy such exemption for not more than three (3) years from the start of their operations.

Sec. 6. In the case of contracts for construction projects and for security, janitorial and similar services, the prescribed increases in the wage rates of the workers shall be borne by the principals or clients of the construction/service contractors and the contract shall be deemed amended accordingly. In the event, however, that the principal or client fails to pay theprescribed wage rates, the construction/service contractor shall be jointly and severally liable with his principal or client.

Sec. 7. Upon written petition of the majority of the employees or workers concerned, allprivate establishments, companies, businesses, and other entities with twenty five (25) or more employees and located within one (1) kilometer radius to a commercial, savings or rural bank shall pay the wages and other benefits of their employees through any of said banks and within the period for payment of wages fixed by Presidential Decree No. 442, as amended, otherwise known as the Labor Code of the Philippines.

Sec. 8. Whenever applicable and upon request of a concerned worker or union, the bankshall issue a certification of the record of payment of wages of a particular worker or workers for a particular payroll period.

Sec. 9. The Department of Labor and Employment shall conduct inspections as often aspossible within its manpower constraint of the payroll and other financial records kept by the company or business to determine whether the workers are paid the prescribed wage rates and other benefits granted by law or any Wage Order. In unionized companies, the Department of Labor and Employment inspectors shall always be accompanied by the president or anyresponsible officer of the recognized bargaining unit of any interested union in the conduct of the inspection. In non-unionized companies, establishments or businesses, the inspection shall be carried out in the presence of a worker representing the workers in the said company. The workers' representative shall have the right to submit his own findings to the Department of Labor and Employment and to testify on the same if he cannot concur with the findings of the labor inspector.

Sec. 10. The funds necessary to carry out the provisions of this Act shall be taken from the Compensation and Organizational Adjustment Fund, the Contingent Fund, and other savings under Republic Act No. 6688, otherwise known as the General Appropriations Act of 1989, or from any unappropriated funds of the National Treasury: Provided, That the funding requirements necessary to implement this Act shall be included in the annual GeneralAppropriations Act for the succeeding years.

Sec. 11. The National Wages Council created under Executive Order No. 614 and the NationalProductivity Commission created under Executive Order No. 615 are hereby abolished. All properties, records, equipment, buildings, facilities, and other assets, liabilities andappropriations of and belonging to the abovementioned offices, as well as other matters



pending therein, shall be transferred to the Commission. All personnel of the above abolishedoffices shall continue to function in a holdover capacity and shall be preferentially considered for appointments to or placement in the Commission.

Any official or employee separated from the service as a result of the abolition of offices pursuant to this Act shall be entitled to appropriate separation pay and retirement and other benefits accruing to them under existing laws. In lieu thereof, at the option of the employee, he shall be preferentially considered for employment in the government or in any of its subdivisions, instrumentalities, or agencies, including government-owned or controlled corporations and their subsidiaries.

Sec. 12. Any person, corporation, trust, firm, partnership, association or entity which refuses or fails to pay any of the prescribed increases or adjustments in the wage rates made in accordance with this Act shall be punished by a fine not exceeding twenty-five thousand pesos (P25,000.00) and/or imprisonment of not less than one (1) year nor more than two (2) years: Provided, That any person convicted under this Act shall not be entitled to the benefits provided for under the Probation Law.

If the violation is committed by a corporation, trust or firm, partnership, association or any other entity, the penalty of imprisonment shall be imposed upon the entity's responsible officers, including, but not limited to, the president, vice president, chief executive officer, general manager, managing director or partner.

Sec. 13. The Secretary of Labor and Employment shall promulgate the necessary rules andregulations to implement the provisions of this Act.

Sec. 14. All laws, orders, issuances, rules and regulations or parts thereof inconsistent with the provisions of this Act are hereby repealed, amended or modified accordingly. In any provision or part of this Act, or the application thereof to any person or circumstance, is held invalid or unconstitutional, the remainder of this Act or the application of such provision or part thereof to other persons or circumstances shall not be affected thereby.

Nothing in this Act shall be construed to reduce any existing wage rates, allowances andbenefits of any form under existing laws, decrees, issuances, executive orders, and/or under any contract or agreement between the workers and employers.

Sec. 15. This Act shall take effect fifteen (15) days after its complete publication in theOfficial Gazette or in at least two (2) national newspapers of general circulation, whichever comes earlier.

Approved,

This Act which is a consolidation of Senate Bill No. 1084 and House Bill No. 23227 was finally passed by both the Senate and the House of Representatives on June 5, 1989.

Approved: June 9, 1989

(SGD) CORAZON C. AQUINO President of the Philippines

(SGD) RAMON V. MITRA Speaker of the House of Representatives

(SGD) JOVITO R. SALONGA President of the Senate

(SGD) QUIRINO D. ABAD SANTOS, JR Secretary of the House of Representatives

(SGD) EDWIN P. ACOBA Secretary of the Senate

Republic of the Philippines Department of Labor and Employment

Manila

RULES IMPLEMENTING REPUBLIC ACT NO. 6727

Pursuant to the authority granted to the Secretary of Labor and Employment under Section 13 of Republic Act No. 6727, otherwise known as the Wage Rationalization Act, the following rules are hereby issued for guidance and compliance by all concerned:

Definition of Terms. As used in this Rules -

a) "Act" means Republic Act No. 6727;

b) "Commission" means the National Wages and Productivity Commission;

c) "Board" means the Regional Tripartite Wages and Productivity Board;



d) "Agriculture" refers to farming in all its branches and among others, includes the cultivation and tillage of the soil, production, cultivation, growing and harvesting of any agricultural or horticultural commodities, dairying, raising of livestock or poultry, the culture of fish and other aquatic products in farms or ponds, and any activities performed by a farmer or on a farm as an incident to or in conjunction with such farming operations, but does not include the manufacturing and/or processing of sugar, coconut, abaca, tobacco, pineapple, aquatic or other farm products;

e) "Plantation Agricultural Enterprise" is one engaged in agriculture with an area of more than 24 hectares in a locality or which employs at least 20 workers. Any other agricultural enterprise shall be considered as "Non-Plantation Agricultural Enterprise";

f) "Retail Establishment" is one principally engaged in the sale of goods to end-users for personal or household use;

g) "Service Establishment" is one principally engaged in the sale of service to individuals for their own or household use and is generally recognized as such;

h) "Cottage/Handicraft Establishment" is one engaged in an economic endeavor in which the products are primarily done in the home or such other places for profit which requires manual dexterity and craftsmanship and whose capitalization does not exceed P500,000, regardless of previous registration with the defunct NACJDA;

i) "National Capital Region" covers the cities of Kalookan, Manila, Pasay and Quezon and the municipalities of Las Pinas, Makati, Malabon, Mandaluyong, Marikina, Muntinlupa, Navotas, Paranaque, Pasig, Pateros, San Juan, Taguig and Valenzuela;

j) "Region III" covers the provinces of Bataan, Bulacan, Nueva Ecija, Pampanga, Tarlac, and Zambales and the Cities of AngelesiCabanatuan, Olongapo, Palayan and San Jose;

k) "Region IV" covers the provinces of Aurora, Batangas, Cavite, Laguna, Marinduque,Occidental Mindoro, Oriental Mindoro, Palawan, Quezon, Rizal and Romblon and the cities of Batangas, Cavite, Lipa, Lucena, Puerto Princesa, San Pablo, Tagaytay, and TreceMartires;

1) "Department" refers to the Department of Labor and Employment;

m) "Secretary" means the Secretary of Labor and Employment;

n) "Basic Wage" means all remuneration or earnings paid by an employer to a worker for services rendered on normal working days and hours but does not include cost-of-living allowances, profit sharing payments, premium payments, 13th month pay or othermonetary benefits which are not considered as part of or integrated into the regular salary of the workers on the dale the Act became effective.

o) "Statutory -Minimum Wage" is the lowest wage rate fixed by law that an employer can pay his workers;

p)"Wage Distortion" means a situation where an increase in prescribed wage rates results in the elimination or severe contraction of intentional quantitative differences in wage or salary rates between and among employee groups in an establishment as to effectively obliterate the distinctions embodied in such wage structure based on skills, length of service, or other logical bases of differentiation;

q) "Capitalization" means paid-up capital, in the case of a corporation, and total invested capital, in the case of a partnership or single proprietorship.

Chapter I - Wage Increase

Section 1. - Coverage. The wage increase prescribed under the Act shall apply to all workers and employees in the private sector regardless of their position, designation or status, andirrespective of the method by which their wages are paid, except

a) Household or domestic helpers, including family drivers and workers in the personal service of another;

b) Workers and employees in retail/service establishments regularly employing not more than 10 workers, when exempted from compliance with the Act, for a period fixed by the Commission/Boards in accordance with Section 4(c) of the Act and Section 15, Chapter I of this Rules;

c) Workers and employees in new business enterprises outside the National Capital Region and export processing zones for a period of not more than two or three years, as the case may be, from the start of operations when exempted in accordance with Section 5 of the Act and Section 15, Chapter I of this Rules;



d) Workers and employees receiving a basic wage of more than P100.00 pesos per day.

Section 2. Effectivity. - The Act takes effect on July 1,1989,15 days following its complete publication in two newspapers of general circulation on June15, 1989 pursuant to Section 15there of;

Section 3. Amount of Minimum Wage Increase. - Effective July 1,1989, the daily statutory minimum wage rates of covered workers and employees shall be increased as follows:

a) P25.00 for those in the National Capital Region b) P25.00 for those outside the National Capital Region, except for the following:

P20.00 for those in plantation agricultural enterprises with an annual gross sales of less than P5 million in the fiscal year immediately preceding the effectivity of the Act

P15.00 for those in the following enterprises:

1) Non-plantation agriculture 2) Cottage/handicraft 3) Retail/Service regularly employing not more than 10 workers. 4) Business enterprises with a capitalization of not more than P500,000 and employing not more than 20 workers.

Section 4. When Wage Increase Due Other Workers. -

a) All workers and employees who, prior to July 1, 1989, were already receiving a basic wage above the statutory minimum wage rates provided under Republic Act No. 6640 but not over P100.00 per day shall receive a wage increase equivalent to that provided in the preceding Section.

b) Those receiving not more than the following monthly basic wage rates prior to July 1, 1989 shall be deemed covered by the preceding subsection:

(I) P3,257.50 - where the workers and employees work everyday, including premium, payments for Sundays or rest days, special days and regular holidays.

(ii) P3,041.6 - where the workers and employees do not work but considered paid on test days, special days and regular holidays.

(iii) P2,616.67 - where the workers and employees do not work and are not considered paid on Sundays or rest days.

(iv) P2,183.33 - where the workers and employees do not work and are not considered paid on Saturdays and Sundays or rest days.

c) Workers and employees who, prior to July 1, t989. were receiving a b4sic wage of more than P100.00 per day or its monthly e~juiva1ent, are not by law entitled to the wage increase provided under the Act They may, however, receive wage increases through the correction of wage distortions in accordance with Section 16, Chapter I of this rules.

Section 5. Daily Statutory Minimum Wage Rates. - The daily statutory minimum wage rates of workers and employees shall be as follows:

SECTOR/INDUSTRY Under RA 6640 (Effective Dec. 14,

1987) Under RA 6727 (Effective July

1,1989) A. NATIONAL CAPITAL REGION

Non-Agriculture 64.00 89.00

Agriculture

Plantation 54.00 79.00

Non-Plantation 43.50 68.50

Cottage/Handicraft

Employing more than 30 workers 52.00 77.00

Employing not more than 30 workers 50.00 75.00

Private Hospitals

With bed capacity of more than 100 64.00 89.00



With bed capacity of 100 or less 60.00 85.00

Retail/Service


Employing 11 to 15 workers /1 60.00 85.00

Employing not more than 10 workers 43.00 68.00

1/ May be exempted from the wage increase under the Act upon application with the appropriate Board. 2/ Workers of establishments whose present capitalization is more than P500,000, regardless of previous registration with thedefunct NACIDA, are entitled to a minimum wage increase of P25.00 per day. 3/ May be exempted from the wage increase under the Act upon application with the appropriate Board.

Section 6. Suggested Formula in Determining the Equivalent Monthly Statutory Minimum Wage Rates. -Without prejudice to existing company practices, agreements or policies, thefollowing formula may be used as guides in determining the equivalent monthly statutory minimum wage rates:

a) For those who are required to work everyday including Sundays or rest days, special days and regular holidays: a/ Equivalent Monthly Rate (EMR) = Applicable daily wage rate (ADR) x 390.90 days 12

B. OUTSIDE NATIONAL CAPITAL REGION Non-Agriculture 64.00 89.00

Agriculture Plantation with annual gross sales of

P5M or more 54.00 79.00

Plantation with annual gross sales of less than P5M

54.00 74.00

Non-Plantation /2 43.50 58.50 Cottage/Handicraft

Employing more than 30 workers 52.00 67.00 Employing not more than 30 workers 50.00 65.00

Private Hospitals 60.00 85.00 Retail/Service

Cities w/ population of more than 150,000 Employing more than 15 workers 64.00 89.00

Employing II to 15 workers 60.00 85.00 Employing not more than 10 workers /3 43.00 58.00 Municipalities and Cities with population of

not more than 150,000

Employing more than 10 workers /3 60.00 85.00 Employing not more than 10 workers 43.00 58.00

Sugar Mills 66.00 91.00

Agriculture Plantation with annual gross sales of

P5M or more48.50 73.50

Plantation with annual gross sales of less than P5M

48.50 68.50

Non-Plantation 43.50 58.50 Business Enterprises w/ Capitalization of no

more than P500,000 and employing not more than 20 workers

Non-Agriculture 64.00 79.00



b) For those who do not work but considered paid on rest days, special days and regular holidays:

EMR = ADR x 365 days 12

c) For those who do not work and are not considered paid on Sundays or rest days:


d) For those who do not work and are not considered paid on Saturdays and Sundays or rest days:


Agriculture Plantation Products Other than Sugar 54.00 69.00

Sugar 48.50 63.50 Private Hospitals 60.00 75.00 Retail/Service

Cities w/ population of more than 150,000 Employing more than 15 workers 64.00 79.00

Employing 11 to 15 workers 60.00 75.00 Municipalities and Cities with population of

not more than 150,000


Where 390.90 days = 302 days - Ordinary working days 20 days - 10 Regular holidays x 200% 66.30 days - 51 rest days x 130 % 2.60 days - 2 special days x 130% b/ 390.90 days - Total equivalent number of days

Where 365 days = 302 days - Ordinary working days 51 days - Rest days 2 days - Special days b/ 365 days - Total equivalent number of days

Where 314 days = 302 days - Ordinary working days 10 days - Regular holidays 2 days - Special days (If considered paid; if actually

worked, this is equivalent to 2.6 days) 314 days - Total equivalent number of days

Where 262 days = 250 days - Ordinary working days 10 days - Regular holidays 2 days - Special days (If considered paid; if actually

worked, this is equivalent to 2.6 days) b/ 262 days - Total equivalent number of days

a/ Includes premium for holidays, special days and rest days. b/ November 1 and December 31 under Executive Order No. 203 dated June 30, 1987.

Note: For workers whose rest days fall on Sundays, the number of rest days in a year is reduced from 52 to 51 days, the last Sunday of August being a regular holiday under Executive Order No. 203. For purposes of computation,

said holiday, although still a rest day for them, is included in the ten regular holidays. For workers whose rest days do nut fall on Sundays, the number of rest days is 52 days, as there are 52 weeks in a year.



Section 7. Basis of Minimum Wage Rates. - The statutory minimum wage rates prescribed under the Act shall be for the normal working hours, which shall not exceed eight hours worka day.

Section 8. Creditable Wage Increase. -

a) No wage increase shall be credited as compliance with the increases prescribed under the Act unless expressly provided under collective bargaining agreements; and, such wage increase was granted not earlier than April 1,1989 but not later than July 1,1989. Where the wage increase granted is less than the prescribed increase under the Act, the employer shall pay the difference.

b) Anniversary wage increase provided in collective agreements, merit wage increase, and those resulting from the regularization or promotion of employees shall not be credited as compliance thereto.

Section 9. Workers Paid by Results. -

a) All workers paid by results, including those who are paid on piecework, takay, pakyaw, or task. basis, shall receive not less than the applicable statutory minimum wage rates prescribed under the Act for the normal working hours which shall not exceed eight hours work a day, or a proportion thereof for work of less than the normal working hours.

The adjusted minimum wage rates for workers paid by results shall be computed inaccordance with the following steps:

1) Amount of increase in AMW /Previous AMW x 100 =% increase;

2) Existing rate/piece x %increase = Increase in rate/piece;

3) Existing rate/piece + Increase in rate/piece Adjusted rate/piece.

* Where AMW is the applicable minimum wage rate.

b) The wage rates of workers who are paid by results shall continue to be established in accordance with Article 101 of the Labor Code, as amended and its implementing regulations.

Section 10. Wages of Special Groups of Workers. - Wages of apprentices, learners and handicapped workers shall in no case be less than 75 percent of the applicable statutory minimum wage rates.

All recognized learnership and apprenticeship agreements entered into before July 1, 1989 shall be considered as automatically modified insofar as their wage clauses are concerned to reflect the increases prescribed under the Act

Section II. Application to Contractors. - In the case of contracts for construction projects and for security, janitorial and similar services, the prescribed wage increases shall be borne by the principals or clients of the construction/service contractors and the contract shall be deemed amended accordingly. In the event, however, that the principal or client fails to pay the prescribed wage rates, the construction/service contractor shall be jointly and severally liable with his principal or client

Section 12. Application to Private Educational Institutions. - Private educational institutions which increased tuition fees beginning school year 1989-1990 shall comply with the P25.00 per day wage increase prescribed under the Act effective as follows:

a. In cases where the tuition fee increased was effected before the effectivity of the Act, the wage increase shall take effect on July 1,1989.

b. In cases where the tuition fee increase was effected on or after the effectivity of the Act, the wage increase shall take effect not later that the date the school actually increased tuition fees but in the latter case such wage increase may not be made retroactive to July 1,1989.

Beginning school year 1990-1991, all schools shall implement the wage increase regardless of whether or not they have actually increased tuition fees.

Section 13. Mobile and Branch Workers. - The statutory minimum wage rates of workers, who by the nature of their work have to travel, shall be those applicable in the domicile or head

Nothing herein shall be construed as authorizing the reduction of benefits granted under existing agreements or employer practices/policies.



office of the employer.

The minimum wage rates of workers working in branches or agencies of establishments in or outside the National Capital Region shall be those applicable in the place where they are stationed.

Section 14. Transfer of Personnel - The transfer of personnel to areas outside the National Capital Region shall not be a valid ground for the reduction of the wage rates being enjoyed bythe workers prior to such transfer. The workers transferred to the National Capital Region shall be entitled to the minimum wage rate applicable therein.

Section 15. Exemption. -

a) The following establishments may be exempted from compliance with the wage increase prescribed under the Act

1) Retail/Service establishments regularly employing not more than 10 workers upon application with and as determined by the appropriate Board in accordance with applicable guidelines to be issued by the Commission.

2) New business enterprises that may be established outside the National Capital Region and export processing zones from July 1,1989 to June 30,1993, whose operation or investments need initial assistance may be exempted for not more than three years from start of operations, subject to guidelines to be

Issued by the Secretary in consultation with the Department of Trade and Industry and the Department of Agriculture.

New business enterprises in Region III (Central Luzon) and Region IV (Southern Tagalog)may be exempted for two years only from start of operations, except those that may be established in the province of Palawan, Oriental Mindoro, Occidental Mindoro, Marinduque,Romblon, Quezon and Aurora, which may also be exempted for not more than three years from the start of operations.

b) Whenever an application for exemption has been duly filed with the appropriate office in the Department/Board, action by the Regional Office of the Department on any complaint for alleged non compliance with the Act shall be deferred pending resolution of the application for exemption.

c) In the event that the application for exemption is not granted, the workers and employees shall receive the appropriate compensation due them as provided for under the Act plus interest of one percent per month retroactive to July 1,1989 or the start of operations whichever is applicable

Section 16. Effects on Existing Wage Structure. - Where the application of the wage increase prescribed herein results in distortions in the wage structure within an establishment which gives rise to a dispute therein, such dispute shall first be settled voluntarily between the parties. In the event of a deadlock, such dispute shall be finally resolved through compulsory arbitration by the region~1 arbitration branch of the National Labor Relations Commission (NLRC) havingjurisdiction over the work place.

The NLRC shall conduct continuous hearings and decide any dispute arising from wagedistortion within 20 calendar days from the time said dispute is formally submitted to it for arbitration The tendency of a dispute arising from a wage distortion shall not in any way delay the applicability of the increases in the wage rates prescribed under the Act

Any issue involving wage distortion shall not be a ground for a strike/lockout

Section 17. Complaints for Non-Compliance. - Complaints for non-compliance with the wage increases prescribed under the Act shall be filed with the Regional Offices of the Departmenthaving jurisdiction over the workplace and shall be the subject of enforcement proceedings under Articles 128 and 129 of the Labor Code as amended.

Section 18. Conduct of Inspection by the Department. - The Department shall conduct inspections of establishments, as often as necessary, to determine whether the workers are paidthe prescribed wage rates and other benefits granted by law or any Wage Order. In the conduct of inspection in unionized companies, Department inspectors shall always be accompanied by the president or other responsible officer of the recognized bargaining unit or of any interested union. In the case of non-unionized establishments, a worker representing the workers in the said company shall accompany the inspector.

The workers' representative shall have the right to submit his own findings to the Department and to testify on the same if he does not concur with the findings of the labor inspector.

Section 19. Payment of Wages. - Upon written petition of the majority of the workers and employees concerned, all private establishments, companies, businesses and other entities with



at least twenty-five workers and located within one kilometer radius to a commercial savings or rural bank, shall pay the wages and other benefits of their workers through any of said banks, within the period and in the manner and form prescribed under the Labor Code as amended.

Section 20. Duty of Bank. - Whenever applicable and upon request of a concerned worker or union, the bank through which wages and other benefits are paid shall issue a certification of therecord of payment of said wages and benefits of a particular worker or workers for a particular payroll period.

Chapter II - The National Wages and Productivity Commission and Regional Tripartite Wages and Productivity Boards

Section 1. Commission. - The National Wages and Productivity Commission created under theAct shall hold office in the National Capital Region. The Commission shall be attached to the Department for policy and program coordination.

Section 2. Powers and Functions of the Commission. - The Commission shall have the following powers and functions:

a) To act as the national consultative and advisory body to the President of the Philippines and Congress on matters relating to wages, incomes and productivity;

b) To formulate policies and guidelines on wages, incomes and productivity improvement at the enterprise, industry and national levels;

c) To prescribe rules and guidelines for the determination of appropriate minimum wage and productivity measures at the regional, provincial or industry levels;

d) To review regional wage levels set by the Regional Tripartite Wages and Productivity Boards-to determine if these are in accordance with prescribed guidelines and national development plans

e) To undertake studies, researches and surveys necessary for the attainment of its functions and objectives, and to collect and compile data and periodically disseminate information on wages and productivity and other related information, including, but not limited to, employment, cost-of-living, labor costs, investments and returns;

f) To review plans and programs of the Regional Tripartite Wages and Productivity Boards to determine whether these are consistent with national development plans;

g) To exercise technical and administrative supervision over the Regional Tripartite Wages and Productivity Boards;

h) To call, from time to time, a national tripartite conference of representatives of government, workers and employers for the consideration of measures to promote wage rationalization and productivity; and

i) To exercise such powers and functions as may be necessary to implement this Act.

Section 3. Composition of the Commission. - The Commission shall be composed of the Secretary as ex-officio Chairman, the Director General of the National Economic and Development Authority (NEDA) as ex-officio Vice-Chairman and two members each from workers and employers sectors who shall be appointed by the President for a term of five years upon recommendation of the Secretary. The recommendees shall be selected from the lists of nominees submitted by the workers and employers sectors. The Executive Director of the Commission Secretariat shall be also a member of the Commission.

The members of the Commission representing labor and management shall have the same rank, emoluments, allowances and other benefits as those prescribed by law for labor and management representatives in the Employees Compensation Commission.

Section 4. Commission Secretariat - The Commission shall be assisted by a Secretariat to be headed by an Executive Director and two Deputy Directors, who shall be appointed by the President upon recommendation of the Secretary.

The Executive Director shall have the rank of a Department Assistant Secretary, while the Deputy Directors that of a Bureau Director. The Executive Director and the Deputy Directors shall receive the corresponding salary, benefits and other emoluments of the positions.

Section 5. Regional Tripartite Wages and Productivity Boards. - The Regional Tripartite Wages and Productivity Boards created under the Act in all regions, including autonomous regions as may be established by law, shall hold offices in areas where the Regional Offices of



the Department are located.

Section 6. Powers and Functions of the Boards. - The Boards shall have the following powersand functions:

a) To develop plans, programs and projects relative to wages, incomes and productivity improvement for their respective regions;

b) To determine and fix minimum wage rates applicable in their region, provinces or industries therein and to issue the corresponding wage orders, subject to guidelines issued by the Commission;

c) To undertake studies, researches, and surveys necessary for the attainment of their functions, objectives and programs, and to collect and compile data on wages, incomes, productivity and other related information and periodically disseminate the same;

d) To coordinate with the other Boards as may be necessary to attain the policy and ntention of the Labor Code;

e) To receive, process and act on applications for exemption from prescribed wage rates as may be provided by law or any Wage Order; and

f) To exercise such other powers and functions as may be necessary to carry out their mandate under the Labor Code.

Implementation of the plans, programs and projects of the Boards shall be through the respective regional offices of the Department, provided, however, that the Boards shall have technical supervision over the Regional Office of the Department with respect to theimplementation of these plans, programs and projects.

Section 7. Composition of the Boards. - Each Board shall be composed of the Regional Director of the Department as Chairman, the Regional Directors of the National Economic andDevelopment Authority (NEDA) and Department of Trade and Industry (DTI) as Vice-Chairmen and two members each of workers and employers sectors who shall be appointed by thePresident for a term of five years upon the recommendation of the Secretary. The recommendees shall be selected from the lists of nominees submitted by the workers and employers sectors.

Each Board shall be assisted by a Secretariat.

Section 8. Authority to Organize and Appoint Personnel. - The Chairman of the Commission shall organize such units and appoint the necessary personnel of the Commission and BoardSecretariats, subject to pertinent laws, rules and regulations.

Chapter III - Minimum Wage Determination

Section 1. Regional Minimum Wages. - The minimum wage rates for agricultural and non-agricultural workers and employees in every region shall be those prescribed by the Boards which shall in no case be lower than the statutory minimum wage rates. These wage rates may include wages by industry, province or locality as may be deemed necessary by the Boards.

Section 2. Standards/Criteria for Minimum Wage Fixing. - The regional minimum wages to be established by the Boards shall be as nearly adequate as is economically feasible to maintain the minimum standards of living necessary for the health, efficiency and general well-being of the workers within the framework of the national economic and social development programs. In the determination of regional minimum wages, the Boards, shall among other relevant factors, consider the following:

a) The demand for living wages; b) Wage adjustment vis--vis the consumer price index; c) The cost of living and changes or increases therein; d) The needs of workers and their families; e) The need to induce industries to invest in the countryside; f) Improvements in standards of living; g) The prevailing wage levels; h) Fair return of the capital invested and capacity to pay of employers; i) Effects on employment generation and family income; and j) The equitable distribution of income and wealth along the imperatives of economic and social development.

Section 3. Wage Order. -Whenever conditions in the region so warrant, the Boards shall investigate and study all pertinent facts; and, based on standards and criteria prescribed herein,shall determine whether a Wage Order should be issued.



In the performance of its wage determining functions, the Board shall conduct public hearings and consultations giving notices to employees' and employers' groups, provincial, city and municipal officials and other interested parties.

Section 4. Effectivity of Wage Order. - Any Wage Order issued by the Boards shall take effect 15 days after its complete publication in at least one newspaper of general circulation in the region.

Section 5. Appeal to the Commission. - Any party aggrieved by the Wage Order issued by the Board may file an appeal with the Commission within ten calendar days from the publication ofthe Order. The Commission shall decide the appeal within sixty calendar days from the date of filing.

Section 6. Effect of Appeal. - The filing of appeal shall not suspend the effectivity of the Wage Order unless the person appealing such order files with the Commission an undertaking with a surety or sureties in such amount as may be fixed by the Commission.

Section 7. Wage Distortions. - Where the application of any wage increase resulting from a Wage Order issued by any Board results in distortions in the wage structure within anestablishment, the employer and the union shall negotiate to correct the distortions using the grievance procedure under their collective bargaining agreement. If it remains unresolved, it shall be decided through voluntary arbitration within ten calendar days from the time the dispute wasreferred for voluntary arbitration, unless otherwise agreed by the parties in writing.

Where there are no collective agreements or recognized labor unions, the employer and workers shall endeavor to correct the wage distortion. Any dispute arising there from shall be settled through the National Conciliation and Mediation Board and if it remains unresolved after ten calendar days of conciliation, it shall be referred to the appropriate branch of the National Labor Relations Commission (NLRC). The NLRC shall conduct continuous hearings and decide the dispute within twenty calendar days from the time said dispute is submitted for compulsoryarbitration.

The tendency of a dispute arising from a wage distortion shall not in anyway delay the applicability of any wage increase prescribed pursuant to the provisions of law or Wage Order.

Section 8. Non-Dimunition of Benefits. Nothing in the Act and in this Rules shall be construed to reduce any existing wage rates, allowances and benefits of any form under existing laws, decrees, issuances, executive orders, and/or under any contract or agreement between the workers and employers.

Section 9. Prohibition Against Injunction. No preliminary or permanent injunction or temporary restraining order may be issued by any court, tribunal or other entity against any proceedings before the Commission or Boards.

Section 10. Penal Provisions. - Any person, corporation, trust, firm, partnership, association or entity which refuses or fails to pay any of the prescribed increases or adjustments in the wage rates made in accordance with the Act shall be punished by a fine not exceeding P25,000 and/or imprisonment of not less that one year nor more than two years: Provided, that any person convicted under the Act shall not be entitled to the benefits provided for under the Probation Law.

If the violation is committed by a corporation, trust or firm, partnership, association, or any Other entity, the penalty of imprisonment shall be imposed upon the entity's responsible officers,including, but not limited to, the president, vice-president, chief executive officer, general

Section 11. Registration/Reporting Requirement.- Any person, company, corporation, partnership or any entity engaged in business shall submit annually a verified itemized listing oftheir labor component to the appropriate Board and the National Statistics Office not later than January 31 of each year, starting on January31, 1990 in accordance with the form to be prescribed by the Commission. The listing shall specify the names, salaries and wages of their workers and employees below the managerial level including learners, apprentices anddisabled/handicapped workers.

Chapter IV - Transitory Provisions

Section 1. Abolition of the National Wages Council and the National Productivity Commission. -The National Wages Council created under Executive Order No. 614 and the NationalProductivity Commission created under Executive Order No. 615 are abolished. All properties, records, equipment, buildings, facilities, and other assets, liabilities and appropriations of and belonging to the abovementioned offices, as well as other matters pending therein, shall be transferred to the Commission. All personnel of the above-abolished offices shall continue to function in a hold-over capacity and shall be preferentially considered for appointments to or placements in the Commission/Boards.

Any official or employee separated from the service as a result of the abolition of offices pursuant to the Act shall be entitled to appropriate separation pay of one month salary for every year of service and/or retirement and other benefits accruing to them under existing laws. In lieu thereof, at the option of the employee, he shall be preferentially considered for employment in thegovernment or in any of its subdivisions, instrumentalities, or agencies, including government-



owned or controlled corporations and their subsidiaries.

Section 2. Interim Processing of Applications for Exemption and Submission of Reports. -Pending the operationalization of the Commission and Boards, the National Wages Council shall,in the interim, receive and process applications for exemption subject to guidelines to be issued by the Secretary, in accordance with Section 11 of the Act.

Reports of the establishments on their labor component, including wages and salaries of their workers prescribed under the Act, shall be submitted to the National Wages Council through the Regional Offices of the Department

Section 3. Funding Requirement - The funds necessary to carry out the provisions of the Act shall be taken from the Compensation and Organizational Adjustment Fund, the Contingent Fund, and other savings under Republic Act No. 6688, otherwise known as the General Appropriations Act of 1989, or from any unappropriated funds of the National Treasury: Provided that the funding requirements necessary to implement the Act shall be included in the annual General Appropriations Act for the Succeeding years.

Section 4. Repealing Clause - All laws, orders, issuances, rules and regulations or parts thereof inconsistent with the provisions of the Act and this Rules are hereby repealed, amended or modified ,accordingly. If any provision or part of the Act and this Rules, or the application thereof to any person or, circumstance is held invalid or unconstitutional, the remainder of the Act and this Rules or the application of such provision or part thereof to other persons orcircumstance shall not be affected thereby.

Section 5. Effectivity - This Rules shall take effect on July 1,1989.

Done in the City of Manila, Republic of the Philippines this 7th day of July1989.

Original Signed FRANKLIN M. DRILON

Secretary


National Wages and Productivity Commission

NWPC Guidelines No. 01 Series of 2003

GUIDELINES ON THE ISSUANCE OF WAGE ADVISORIES FOR BARANGAY MICRO BUSINESS ENTERPRISES

Pursuant to Section 8 of RA No. 9178 and Section 2 of DOLE Department Order No. 45-03, Series of 2003, the following guidelines are hereby adopted for the proper guidance and information of all concerned.

Section 1. Rationale. RA No. 9178, known as the Barangay Micro Business Enterprises (BMBEs) Act of 2002, aims to hasten the country's economic development and alleviate poverty by encouraging the formation and growth of BMBEs through the rationalization of bureaucratic requirements, the active support and assistance of government, and the granting of incentives and benefits to generate employment.

One of the incentives granted to registered BMBEs is exemption from the coverage of the Minimum Wage Law. The Constitution and the Labor Code, however, mandate the State to regulate relations between workers and employers, recognizing the right of labor to its just share in the fruits of production and the right of enterprises to reasonable returns on investments, and to expansion and growth. Guided by this Constitutional provision, the workers and owners of BMBEs are encouraged to set mutually acceptable wage rates in their respectiveenterprises.

This Guidelines is intended to guide the Regional Tripartite Wages and Productivity Boards (RTWPBs) in the issuance of Wage Advisories for BMBEs that can assist workers and owners when they set mutually acceptable wage levels and foster industrial peace and harmony.

Section 2. Definition of Terms. As used in this Guidelines:

a. Barangay Micro Business Enterprise - hereinafter referred to as BMBE, refers to any



business entity or enterprise engaged in the production, processing or manufacturing of products or commodities, including agro-processing, trading and services, whose totalassets including those arising from loans but exclusive of land on which the particular business entity's office, plant and equipment are situated, shall not be more than ThreeMillion Pesos (P3,000,000.00) subject to review and upward adjustment by the SMED Council. A BMBE shall include any individual owning such business entity/enterprise,partnership, cooperative, corporation, association or other entity incorporated and/or organized and existing under Philippine laws, and registered with the office of thetreasurer of a city or municipality in accordance with RA 9178.

"Services" shall exclude those rendered by anyone, who is duly licensed by the government after having passed a government licensure examination, in connection with the exercise of one's profession.

b. Acceptable Wage Rates - refer to the reasonable and agreed wage rates set by BMBE workers and owners taking into consideration the Wage Advisories issued by the RTWPBs.

c. Certificate of Authority - refers to the certificate issued to an applicant authorizing the same to operate as a BMBE and to be entitled to the benefits and privileges accorded to a registered BMBE.

Section 3. Guidelines.

A. Wage Advisories

1. Nature. The wage rates to be proposed in the Wage Advisories shall be advisory andnotmandatory in nature. They are intended to exert a persuasive effect on BMBE owners and provide a benchmark for workers. Nothing in this Guidelines or in the WageAdvisories to be issued by the RTWPBs shall prevent workers and employers of BMBEs from bargaining or negotiating for higher wages and other benefits.

2. Compliance with Labor Laws and Regulations. The Wage Advisories shall contain an express provision that, except for the Minimum Wage, BMBE workers shall continue to becovered by all other pertinent labor laws and regulations, including the non-diminution of wages and the rights of workers to social security and health care benefits.

3. Criteria. In the determination of advisory wage rates for BMBEs, the RTWPBs may consider factors which may significantly affect BMBE workers and enterprises.

4. Applicable Wage Rate. To facilitate information dissemination and awareness ofconcerned workers and employers, the RTWPBs may propose a single wage rate applicable to all BMBEs in the entire region.

B. Procedure in Setting Wage Advisories

1. The RTWPBs shall conduct studies of social and economic factors that may affectBMBEs. In coordination with the DTI Regional Offices, the RTWPBs shall maintain a data base of BMBEs with valid Certificates of Authority.

2. The RTWPBs may enlist the assistance and cooperation of any government agency orprivate person or organization to furnish information in aid of its wage advisory function.

3. The RTWPBs shall conduct consultations / dialogues with affected sectors, after whichthey shall decide on the merits of issuing a Wage Advisory for BMBEs, and where appropriate, issue such Wage Advisory within a reasonable period of time.

4. The RTWPBs shall disseminate to workers and owners of registered BMBEs in their respective regions copies of their Wage Advisories.

Section 4. Submission of Wage Advisories to the Commission. The RTWPBs shall furnish the Commission copies of their Wage Advisories for information and review.

Section 5. Counseling Assistance. Any issue that may arise in the determination of acceptable wage rates in concerned BMBEs may be brought by the workers and owners to the appropriate RTWPB for counseling assistance.

Section 6. Effectivity. This Guidelines shall take effect 15 days after its publication in a newspaper of general circulation.

Manila, Philippines, ____________________ 2003.

PATRICIA A. STO. TOMAS

Chairman

ROMULO L. NERI Vice-Chairman

(SGD) (SGD)




National Wages and Productivity Commission

NWPC GUIDELINES NO. _02 Series of 2007

AMENDED RULES ON EXEMPTION FROM COMPLIANCE WITH THE PRESCRIBED WAGE INCREASES/ COST OF LIVING ALLOWANCES GRANTED BY THE REGIONAL TRIPARTITE WAGES AND PRODUCTIVITY BOARDS

Pursuant to Section 3, Article 121 b of RA 6727 and Section 1, Rule VIII of the amended Rules of Procedure on Minimum Wage Fixing, the following rules on exemption are hereby issued for strict compliance by all concerned: SECTION 1. DEFINITION OF TERMS

A. Commission - refers to the National Wages and Productivity Commission.

B. Board - refers to the Regional Tripartite Wages and Productivity Board.

C. Wage Order - refers to the Wage Order promulgated by the Board pursuant to its wage-fixing authority.

D. Establishment - refers to an economic unit which engages in one or predominantly one kind of economic activity at a single fixed location. For purposes of determining eligibility for exemption, establishments under the same owner/s but separately registered with the Securities and Exchange Commission (SEC), Department of Trade and Industry (DTI) or Cooperative Development Authority (CDA) as the case may be, irrespective of their location, shall be treated asindividual and distinct establishments.

E. Retail Establishment - refers to an entity principally engaged in the sale of goods to end users for personal or household use. A retail establishment that regularly engages in wholesale activities loses its retail character. For purposes of this Guidelines, retail establishments must be regularly employing not more than 10workers.

F. Service Establishment refers to an entity principally engaged in the sale of services to individuals for their own or household use and is generally recognized as such. For purposes of this Guidelines, service establishments must be regularly employing not more than 10 workers.

G. Distressed Establishment - refers to an establishment which meets the criteria enumerated in Section 3 A of this Guidelines.

H. Paid-up capital - refers to the total amount of shareholder capital that has been paid by shareholders.

I. Capital - refers to paid-up capital at the end of the last full accounting period, in the case of corporations or total invested capital at the beginning of the period under review, in the case of partnerships and single proprietorships.

J. Capital Impairment refers to the diminution of capital due to accumulatedlosses.

K. Stockholders Equity refers to the residual interest in the assets of an entity that remains after deducting its liabilities. It is total assets minus total liabilities. It is the same as equity and net worth.

L. Full Accounting Period - refers to a period of twelve (12) months or one year of business operations.

M. Interim Period - refers to a financial reporting period shorter than a full financial

CEDRIC R. BAGTAS Member

FRANCISCO R. FLORO Member

(SGD) DAVID L. DIWA, JR.

Member

(SGD) EDUARDO T. RONDAIN

Member

REBECCA J. CALZADO Member



year (most typically a quarter or half-year).

N. Deficit - refers to the negative balance of the retained earnings account of a corporation. Retained earnings represent the cumulative balance of periodic earnings, dividend distributions, prior period adjustments and other capitaladjustments.

O. Total Assets - refers to things of value owned by the business such as cash, machines, building and land which can be measured or expressed in money terms.

P. Net loss refers to actual loss suffered by a company including overhead and interest charges deducted.

Q. Financial Statement - refers to a written report which quantitatively describes the financial health of a company. This includes the following: balance sheet, income statement, statement of changes in equity, cash flow statement and notes to financial statement.

R. Stock Corporation - refers to one organized for profit and issues shares of stock to its members

S. Non-stock Non-profit Organization - refers to one organized principally for publicpurposes such as charitable, educational, cultural or similar purposes and does not issue shares of stock to its members.

T. Partnership - refers to an association of two or more persons who bind themselves to contribute money, property or industry to a common fund with the intention of dividing the profits among themselves or for the exercise of a profession.

U. Single Proprietorship - refers to a business unit owned and controlled by only one person.

V. Cooperative - refers to a duly registered association pursuant to R.A. 6938 (Cooperative Code of the Philippines) and other laws.

W. New Business Enterprises - refers to establishments, including non-profit institutions, established within two (2) years from effectivity of the Wage Order based on the latest registration with the appropriate government agency such as SEC, DTI, CDA and Mayor's Office.

X. Quasi-banks - refers to institutions such as investment houses and financingcompanies performing quasi-banking functions as defined by the Bangko Sentral ng Pilipinas.

Y. Conservatorship - refers to a remedy resorted to by the monetary board in case a bank or quasi-bank is in a state of continuing inability or unwillingness to maintain condition of liquidity deemed adequate to protect the interests of the depositors and creditors. A conservator is appointed to manage the establishment in order to restore its viability.

Z. Receivership/liquidation refers to a remedy resorted by the Monetary Board in case a bank or quasi-bank is (a) unable to pay its liabilities as they become due in the ordinary course of business; (b) has insufficient realizable assets as determined by the Bangko Sentral ng Pilipinas to meet its liabilities; (c) cannot continue in business without involving probable losses to its depositors or creditors; or (d) haswillfully violated a cease and desist order under Sec. 37 that has become final involving acts or transactions which amount to fraud or dissipation of the assets of the institution.AA. Under Corporate Rehabilitation refers to establishments that are placed under a rehabilitation receiver by a court of competent jurisdiction.

SECTION 2. CATEGORIES OF EXEMPTIBLE ESTABLISHMENTSExemption of establishments from compliance with wage increases and cost of living allowances prescribed by the Boards may be granted in order to (1) assist establishmentsexperiencing temporary difficulties due to losses maintain the financial viability of their businesses and continued employment of their workers; (2) encourage the establishment of new businesses and the creation of more jobs, particularly in areas outside the National Capital Region and Export Processing Zones, in line with the policy on industry dispersal and (3) ease the burden of micro establishments,particularly in the retail and service sector, that have a limited capacity to pay.Pursuant to the above, the following categories of establishments may be exempted upon application with and as determined by the Board, in accordance withapplicable criteria on exemption as provided in this Guidelines; provided further that such categories are expressly specified in the Order.1. Distressed establishments2. New business enterprises (NBEs)3. Retail/Service establishments employing not more than ten (10) workers4. Establishments adversely affected by naturalcalamitiesAny Board may seek the inclusion of other exemptible categories outside of the abovementioned list, subject to the (a) submission of a strong justification for



the proposed category; and (b) prior review and approval of the Commission.

SECTION 3. CRITERIA FOR EXEMPTIONThe following criteria shall be used to determine whether the applicant-establishment is qualified for exemption:A. Distressed Establishments1. For Corporations/ Cooperativesa. Full Exemption a.1. When the deficit, as defined in Section I (N), as of the last full accounting period immediately preceding the effectivity of the Order amounts to 20% or more of the paid-up capital for the same period; ora.2. When an establishment registers capitaldeficiency i.e., negative stockholders' equity, as of the last full accounting period immediately preceding the effectivity of the Order.b. Partial Exemption b.1. When the deficit, as defined in Section I (N), as of the last full accounting period immediately preceding the effectivity of the Order amounts to at least 10% but less than 20% of the paid-up capital for the same period. c. Conditional Exemptionc.1. When the actual net loss as of the interim period immediately preceding the effectivity of the Order amounts to at least 25% of total assets.2. For Single Proprietorships/Partnershipsa. Full Exemption:a.1. When the accumulated net losses for the last two (2) full accounting periods immediately preceding the effectivity of the Order amounts to 20% or more of the total invested capital at the beginning of the period under review; ora.2. When an establishment registers capital deficiencyi.e., negative net worth as of the last full accounting period immediately preceding the effectivity of the Order. b. Partial Exemption:b.1. When the accumulated net losses for the last two (2) full accounting periods immediately preceding theeffectivity of the Order amounts to at least 10% but less than 20% of the total invested capital at the beginning of the period under review.c. Conditional Exemptionc.1. When the actual net loss as of the interim period immediately preceding the effectivity of the Order amounts to at least 25% of total assets.3. For Non-stock, Non-profit Organizationsa. Full Exemption:a.1. When the accumulated net losses for the last two (2) full accounting periods immediately preceding theeffectivity of the Order amounts to 20% or more of the fund balance/members' contribution at the beginning of the period; or a.2. When an establishment registers capital deficiency i.e., negative fund balance/members' contribution as of the last full accounting period or interim period, if any, immediately preceding the effectivity of the Order.b. Partial Exemption:b.1. When the accumulated net losses for the last two (2) full accounting periods immediately preceding the effectivity of the Order amounts to at least 10% but not more than 20% of the fund balance/members' contribution at the beginning of the period.c. Conditional Exemption:c.1. When theactual net loss as of the interim period immediately preceding the effectivity of the Order amounts to at least 25% of total assets.4. For Banks and Quasi-banksa. Underreceivership/liquidation Exemption may be granted to a bank or quasi-bank under receivership or liquidation when there is a certification from the Bangko Sentral ng Pilipinas that it is under receivership or liquidation as provided in Section 30 of RA 7653, otherwise known as the New Central Bank Act.b. Undercontrollership/conservatorshipA bank or quasi-bank under controllership/ conservatorship may apply for exemption as a distressed establishment under Section 3 A of this Guidelines.5. Establishments Under CorporateRehabilitationExemption may be granted to corporations, partnerships and associations under corporate rehabilitation when there is an order from a court of competent jurisdiction that it is under rehabilitation as provided in Section 6 Rule IV of the Interim Rules of Procedure on Corporate Rehabilitation (2000).B. New Business EnterprisesExemption may be granted to New Business Enterprises located outside the National Capital Region (NCR) and Export Processing Zones andestablished within two (2) years from effectivity of the Order, classified under any of the following:1. Agricultural establishments whether plantation or non-plantation.2.Establishments with total assets after financing of five million pesos (P5,000,000.00) and below.C. Retail/Service Establishments Regularly Employing Not More Than Ten (10) WorkersExemption may be granted to a retail/service establishment when:1. It is engaged in the retail sale of goods and/or services to end users for personal or household use.2. It is regularly employing not more than ten (10) workers regardless of status, except the owner/s, for at least six (6) months in any calendar year.D. Establishments Adversely Affected by Natural Calamities1. The establishmentmust be located in an area declared by a competent authority as under a state of calamity.2. The natural calamities, such as earthquakes, lahar flow, typhoons, volcanic eruptions, fire, floods and similar occurrences, must have occurred within 6 months prior to the effectivity of the Order. 3. Losses suffered by the establishment as a result of the calamity that exceed the insurance coverage should amount to20% or more of the stockholders' equity as of the last full accounting period in the case of corporations and cooperatives, total invested capital in the case ofpartnerships and single proprietorships and fund balance/members' contribution in the case of non-stock non-profit organizations.Only losses or damage to propertiesdirectly resulting from the calamity and not incurred as a result of normal business operations shall be considered.4. Where necessary, the Board or its duly-authorizedrepresentative shall conduct an ocular inspection of the establishment or engage the services of experts to validate the extent of damages suffered.

SECTION 4. DOCUMENTS REQUIREDThe following supporting documents shall be submitted together with the application:For All Categories of ExemptionProof of notice of filing of the application to the President of the union/contracting party if one is organized in the establishment, or if there is no union, a copy of a circular giving general notice of the filing of the application to all the workers in the establishment. The proof of notice, which may be translated in the vernacular, shallstate that the workers' representative was furnished a copy of the application with all



the supporting documents. The notice shall be posted in a conspicuous place in the e

wage rationalization act 1989 - nwpc publication.pdf

Documents

wage rationalization

wage incentives

new wage rates

national wages

productivity commission

wage policy determination

regional minimum wages

republic act