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Anti-Age Discrimination in Employment Act is now a law after Malacañang failed to act on it

welcome By: Elena Grace Flores
Rappler reported: The Anti-Age Discrimination in Employment Act seeks to promote equality in the workplace by mandating companies to hire workers based on their competence, and not on their age. Age should no longer be a factor in hiring employees, now that a measure aiming to eliminate age discrimination in the workplace has lapsed into law.

The Anti-Age Discrimination in Employment Act is now a law after Malacañang failed to act on it within 30 days of receipt. Now known as Republic Act 10911, the law seeks to promote equality in the workplace by mandating companies to hire workers based on their competence, and not on their age. The law covers all employees and job applicants of all employers, including national and local governments, contractors, and organizations.

The law also bars companies from publishing job advertisements that indicate preference for a specific age group. They are also banned from requiring job applicants to declare their age during the hiring process.

The following acts done on the basis of age are also regarded as unlawful under the new law:

Declining an applicant
Providing less compensation and benefits
Denying promotions or training opportunities
Forced dismissal of older age workers
Imposing early retirement
Reducing the wage of all employees to comply with RA 10911
Violators will be fined between P50,000 and P500,000, and will be imprisoned from 3 months to two years, at the court’s discretion.

Meanwhile, industries where age is a crucial occupational qualification for employment will be exempted from setting age limitations.

Although the implementing rules and regulations (IRR) of the law have yet to be crafted, former senator and incumbent Taguig 2nd District Representative Pia Cayetano has called on companies to comply with RA 10911.

She added: “I urge employers, job fair organizers, and publishers of job ads to start doing away with age bias and discrimination. Let us work towards promoting equal opportunity, diversity and inclusion in the workplace,” said Cayetano who is the principal author of the bill in the Senate.

Pasay City Representative Emi Calixto-Rubiano, who authored the measure in the House, said in a statement that she would monitor the implementation of the new law.

“Age discrimination is a reality in the Philippines. Browse through recruitment ads and one will find age as a requirement for employment. And most often, the age ceiling is 40 years old,” Calixto-Rubiano said.

“Government should ensure equal employment opportunities for everyone.”

Another measure that promotes equality in the labor force – the proposed amendment to Republic Act 9547 or the Special Program for Employment of Students Law – has also lapsed into a law last July 21.

The new policy expands the current law by requiring persons or entities with at least 10 hired personnel to employ students, out-of-school-youth and dependents of workers displaced from their jobs.

Bill author Davao City First District Representative Karlo Nograles said that students employed in jobs related to their courses may earn corresponding academic and practicum credits as set by the appropriate government agencies. (Please click the link below for the actual source).


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Handling Employees who Took a Leave without Notice

By: Elena Grace Flores

AWOL Helps our Enemies - NARA - 534638
AWOL Helps our Enemies – NARA – 534638 (Photo credit: Wikipedia)

Managing people is a tough job. Aside from dealing with individual personalities, you can be punished by the court if you dealt with them illegally. So, might as well be guided with the labor law concerning this matter. This article is definitely worth reading:

Can we sack an employee who has gone AWOL?


The driving question a lot of employers have to ask from time to time is: “can we sack someone who has gone absent without leave (AWOL)?”  The basic answer is “Yes”, but not immediately. Before you do so you’ll need to take certain steps as there might be a good reason why they’re absent without prior permission.

Showing concern and documenting the steps made are crucial in dismissing or firing an employee who have gone AWOL temporarily or permanently. The staff in question should know his or her rights and must have the chance to explain his or her side of the story. Never fire someone drastically without due process despite any wrong doing – because the tide can go against you!

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