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Total questions: 69
Worksheet time: 39mins
What is the purpose of a service charge in the context of labor law?
To compensate the business establishment's staff for their services
To cover losses and breakages incurred by the business establishment
To fund labor welfare programs
To increase the overall price of services
What is the deadline for employers to file their application for penalty condonation under the new Social Security Act of 2018?
05 March 2019
06 September 2019
12% per year
15% per year
Which of the following statements accurately describes the distribution of service charges under the Labor Code before September 2019?
Rank and file employees receive 85% of the total service charges, while managerial employees receive 15%.
Rank and file employees receive 100% of the total service charges.
Rank and file employees receive 85% of the total service charges, with the remaining 15% retained by the employer.
Rank and file employees receive 100% of the total service charges, except for 15% retained by the employer.
What is the legal obligation of customers regarding service charges in a business establishment?
Customers are required to pay service charges as an additional fee on top of the service price.
Customers have the option to pay service charges as a way to show appreciation to the staff.
Customers are not obligated to pay service charges unless they have availed of the establishment's services with prior knowledge of the charges.
Customers are obligated to pay service charges, but the amount is determined by their level of satisfaction with the service received.
What was the change brought about by R.A. No. 11360 regarding the distribution of service charges?
Rank and file employees now receive 100% of the service charges collected.
Rank and file employees receive 85% of the service charges, while managerial employees receive 15%.
The total amount of service charges collected has decreased by 15%.
Rank and file employees receive 85% of the service charges, with the remaining 15% retained by the employer.
What is the purpose of retaining 15% of the service charges collected by the employer?
To compensate managerial employees for their services
To cover any losses or breakages that occur in the business establishment
To fund labor welfare programs
To increase the employer's overall revenue
Under the Labor Code, how many days of Service Incentive Leave (SIL) are employees entitled to?
1 day
3 days
5 days
7 days
What is the definition of "at least one year of service" in relation to entitlement to Service Incentive Leave (SIL)?
Service within six months, whether continuous or broken, reckoned from the date the employee started working.
Service within nine months, whether continuous or broken, reckoned from the date the employee started working.
Service within twelve months, whether continuous or broken, reckoned from the date the employee started working.
Service within fifteen months, whether continuous or broken, reckoned from the date the employee started working.
Are part-time or contractual workers entitled to Service Incentive Leave (SIL)?
Yes, but they receive a reduced number of leave days compared to full-time employees.
No, only full-time employees are entitled to Service Incentive Leave.
Yes, they are entitled to the same number of leave days as full-time employees.
Yes, but they need to meet additional requirements to be eligible for Service Incentive Leave.
Can unused Service Incentive Leave (SIL) be converted into cash?
No, the Labor Code does not allow the conversion of unused SIL into cash.
Yes, employees have the option to convert their unused SIL into its monetary equivalent.
Only if the employer permits the conversion of unused SIL into cash.
Only if the employee has worked for more than two years in the company.
When can an employee request the commutation of accrued Service Incentive Leave (SIL) into cash?
Only upon resignation or separation from work.
At any time during the year, regardless of employment status.
After completing five years of continuous service with the same employer.
Only if the employee has exhausted all available leave credits.
Which law repealed the old Social Security Law and introduced major changes to the social security program in the Philippines?
Republic Act No. 11199
Republic Act No. 1161
Republic Act No. 8282
Circular 2019-007
When did the new charter of the Social Security System, based on Republic Act No. 11199, take effect?
07 February 2019
05 March 2019
12% per year
15% per year
What were the initial contribution rates for employers and employees under the new Social Security Act of 2018, effective for the years 2019 and 2020?
8% for employers and 4% for employees
12% for employers and 12% for employees
8% for employers and 8% for employees
4% for employers and 8% for employees
What were the contribution rates for employers and employees under the new Social Security Act of 2018, effective for the years 2023 and 2024?
9.5% for employers and 4.5% for employees
12% for employers and 12% for employees
8.5% for employers and 4.5% for employees
15% for employers and 5% for employees
Where can the new schedules of SSS contributions be found?
Republic Act No. 11199
Republic Act No. 1161
Republic Act No. 8282
Circular 2019-007
STATEMENT 1: It is necessary that an employee stops working in order to say that his short-break period is deemed given;
STATEMENT 2: Alexx is a worker at a factory. During her short break period she played mobile legends and it took her 45 minutes before she got back to work. The employer did not pay that duration of time Alexx played ML because it is not deemed compensable under the labor code.
Only statement 1 is correct
Both Statements are correct
Only statement 2 is correct
Both statements are wrong
Which statement is correct?
Only natural person may become employee
Only juridical person may become employee
Both natural and juridical person
None of the above
It is an arrangement between the labor organization and shipping company for arrastre and stevedoring services, whereby the said labor union as an independent contractor, engages the services of its members who are paid on a union payroll, and the charges for such services are made directly against the owners of cargoes and consignees, without the intervention at all of the shipping company.
Cabo Agreement
Carbon System
Cabo treaty
Cabo System
The Republic Act of 11165 is also called as the _____ and it was signed on _____ by President Rodrigo Roa Duterte.
Telecommuting Act ; December 20, 2018
Telecommuting Act ; December 18, 2018
Communication and Technology Act ; December 20, 2018
Communication and Technology Act ; December 18, 2018
When is time spent for attending seminars not deemed compensable?
If it is attended during the regular working hours
If it is attended with the permission of the Employer
If it will redound for the benefit of the Employer
If it will redound for the benefit of the Employee
Section 5 of the Telecommuting Act implies fair treatment of the employer to their telecommuting employees. Which of the following is not correct?
All telecommuting employee shall: Receive appropriate training on the technical equipment at their disposal, and the characteristics and conditions of telecommuting.
All telecommuting employee shall: Receive a rate of pay, including overtime and night shift differential, and other similar monetary benefits not lower than those provided in applicable laws, and collective bargaining agreements.
All telecommuting employee shall: not have the right to rest periods, regular holidays, and special nonworking days since they are not in the workplace.
All telecommuting employee shall: Have the same or equivalent workload and performance standards as those of comparable workerat the employer's premises.
This shall refer to non-agricultural employees who regularly perform their duties away from the principal place of business or branch office of the employer and whose actual hours of work in the field cannot be determined with reasonable certainty.
Strategic Personnel
Field Personnel
Full-time Personnel
Outside Personnel
Which section of the new Social Security Law contains the provision regarding the term "employment" and the exception for cases without an employer-employee relationship?
Section 8(j)(1) of Republic Act No. 11199
Section 8(j)(2) of Republic Act No. 11199
Section 8(a) of Republic Act No. 8282
Section 8(b) of Republic Act No. 8282
What is the main effect of deleting the exceptions related to casual employment and service on alien vessels from the old Social Security Law?
It narrows down the situations where an employer-employee relationship exists.
It expands the coverage of social security benefits to include casual workers and seafarers.
It transfers the responsibility of providing social security to the employer in all cases.
It exempts casual workers and seafarers from the requirement of contributing to the social security system.
Under the new Social Security Law, who are now subject to compulsory coverage in the Social Security System (SSS)?
Only land-based Overseas Filipino Workers (OFWs) below 60 years of age.
Both sea-based and land-based OFWs below 60 years of age.
Only sea-based OFWs below 60 years of age.
All OFWs, regardless of their type or age.
What benefits are covered under the new Social Security Law for Overseas Filipino Workers (OFWs)?
Retirement, death, disability, funeral, sickness, and maternity benefits.
Retirement, death, disability, and funeral benefits only.
Sickness and maternity benefits only.
Retirement benefits only.
How are manning agencies treated under the new Social Security Law in relation to sea-based OFWs?
They are considered agents of their principals and employers of sea-based OFWs.
They are solely responsible for the civil liabilities incurred by sea-based OFWs.
They are exempt from any liability related to sea-based OFWs' social security contributions.
They are required to negotiate bilateral labor agreements with the host countries of sea-based OFWs.
What is the liability of manning agencies for any violation of the new Social Security Law under the new provision?
They are jointly and severally or solidarily liable with their principals for civil liabilities.
They are exempt from any civil liability related to the new Social Security Law.
They are only liable for criminal offenses committed by sea-based OFWs.
They are only liable for violations of Section 28(f) of the new Social Security Law.
How are land-based Overseas Filipino Workers (OFWs) treated under the new Social Security Law?
They are considered as self-employed persons and subject to the same rules and regulations.
They are exempt from compulsory coverage and treated as voluntary members.
They are covered as compulsorily covered employees with employer and employee shares in contributions.
Their coverage depends on bilateral labor agreements negotiated with their host countries.
How are land-based Overseas Filipino Workers (OFWs) required to pay their contributions under the new Social Security Law?
They must pay their contributions voluntarily.
Their contributions are automatically deducted from their salaries.
Their contributions are paid by their employers.
Their contributions are paid by the government.
What specific exceptions to the employer-employee relationship have been removed from the old Social Security Law under the new provision?
Purely casual employment and service performed on alien vessels outside the Philippines.
Employment for the purpose of occupation or business of the employer and service performed on government-owned vessels.
Part-time employment and service performed on foreign-owned vessels within Philippine waters.
Seasonal employment and service performed on offshore oil rigs.
What is the significance of the new provision in the Social Security Law regarding the term "employment" and the exception for cases without an employer-employee relationship?
It allows individuals without an employer-employee relationship to declare themselves as voluntary members.
It restricts the scope of employment to only those with an employer-employee relationship.
It eliminates casual employment and service on alien vessels as exceptions to the employer-employee relationship.
It clarifies the definition of employment in accordance with labor laws, rules, regulations, and jurisprudence.
What are the contribution rates for employers and employees under the new Social Security Act of 2018, effective for the year 2025 and thereafter?
10% for employers and 5% for employees
12% for employers and 12% for employees
8% for employers and 8% for employees
15% for employers and 5% for employees
What is the primary consideration when negotiating bilateral agreements for social security coverage with host countries of Overseas Filipino Workers (OFWs)?
Ensuring that OFWs have social security coverage equivalent to or more than what is provided in the Philippines.
Ensuring that host countries bear the full responsibility for providing social security coverage to OFWs.
Ensuring that OFWs have the option to choose between social security coverage in the host country or in the Philippines.
Ensuring that host countries provide social security coverage only for land-based OFWs.
What is the purpose of the Department of Foreign Affairs (DFA) and the Department of Labor and Employment (DOLE) assisting the Social Security System (SSS) in ensuring the social security of Overseas Filipino Workers (OFWs)?
To facilitate the seamless transfer of social security benefits between countries.
To ensure that OFWs have access to social security benefits both abroad and in the Philippines.
To regulate the employment of OFWs and enforce compliance with social security requirements.
To provide financial assistance to OFWs in case of emergencies or repatriation.
What is the new benefit introduced under Section 14-B of the Social Security Law?
Unemployment insurance or involuntary separation benefits.
Retirement benefits for members over 60 years of age.
Disability benefits for members who are unable to work.
Maternity benefits for female members.
What are the qualifications for availing the unemployment insurance or involuntary separation benefits?
The member must be over 60 years of age and have paid at least 36 months of contributions.
The member must be under 60 years of age and have paid at least 36 months of contributions.
The member must have been involuntarily unemployed or separated from work.
The member must have paid at least 12 months of contributions in the 18-month period preceding the involuntary unemployment or separation.
How long can a member receive unemployment insurance or involuntary separation benefits?
Up to 3 months.
Up to 6 months.
Up to 12 months.
Up to 2 months.
How often can an employee claim the unemployment insurance or involuntary separation benefits?
Once every year.
Once every two years.
Once every three years.
Once every five years.
What is the purpose of the unemployment insurance or involuntary separation benefits?
To provide financial assistance to members who are involuntarily unemployed or separated from work.
To facilitate the transition of members from one job to another.
To encourage members to contribute regularly to the Social Security System (SSS).
To compensate members for the loss of their employment due to their own actions.
What were the contribution rates for employers and employees under the new Social Security Act of 2018, effective for the years 2021 and 2022?
8.5% for employers and 4.5% for employees
12% for employers and 12% for employees
8% for employers and 8% for employees
4.5% for employers and 8.5% for employees
What is one major change regarding the coverage of Overseas Foreign Workers (OFWs) under the new Social Security Act of 2018?
OFWs are no longer required to have compulsory coverage under the Social Security System.
Manning agencies are now considered agents of the principals and employers of sea-based OFWs.
Employers of OFWs are no longer held liable for their employees' social security contributions.
OFWs are now entitled to additional benefits and higher contribution rates compared to other workers.
What conditions must be met for an SSS member to be eligible for unemployment insurance and involuntary separation benefits under the new Social Security Act of 2018?
The SSS member must be below 60 years of age and have made at least 36 months of contributions.
The SSS member must have reached the retirement age and have made at least 60 months of contributions.
The SSS member must have a dependent family and have made at least 24 months of contributions.
The SSS member must be permanently disabled and have made at least 12 months of contributions.
What is the purpose of the penalty condonation granted to delinquent employers under the new Social Security Act of 2018?
To encourage delinquent employers to remit their outstanding SSS premiums without penalties.
To provide financial relief to employers who have failed to meet their mandatory SSS obligations.
To compensate delinquent employers for their past contributions to the SSS.
To discourage employers from participating in the social security program.
Is the power to compromise or allow minimal payment of taxes given to the Social Security System (SSS) under the new Social Security Act of 2018?
Yes, the SSS has been granted similar powers to the Commissioner of Internal Revenue.
No, the SSS does not have the authority to compromise or allow minimal payment of taxes.
Only certain types of delinquent employers are eligible for penalty condonation.
The power to compromise or allow minimal payment of taxes is granted to employers, not the SSS.
Where an employee is permitted to work on his rest day, he shall be paid an additional compensation of at least?
50% of his regular daily wage.
10% of his regular daily wage.
30% of his regular daily wage.
40% of his regular daily wage.
Employer may require his employees to work on any day including rest days, except?
To prevent loss or damage to perishable goods
In case of emergencies caused by serious accidents, fire, flood, typhoon, earthquake, epidemic or other disaster to prevent loss of life and property, or imminent danger to public safety
In case of urgent work on machinery, equipment or installation to avoid serious loss to the employer
In case of normal pressure of work due to special circumstances
Who shall determine the rest day of the employee?
Qualify, either the employer or the employee subject to CBA and rules and regulation of the company
Employer
Employee
None
What is the required rest day for every employee?
Depending on the employer
There is no specific day however the rest day must not be less than 24 hours
Every Saturday
Every Sunday
If rest day falls on a special holiday, an employee is entitled to additional compensation of at least?
20% of his regular wage.
100% of his regular wage.
50% of his overtime wage.
50% of his regular wage.
Statement 1:
As stated, employee may choose his own rest day based on religious ground, provided it is not affecting work operations. Otherwise, they may be the subject of a compromise.
Statement 2:
If he has no regular rest day or if rest day cannot be established, the additional 50% shall be imposed for work performed on Sundays.
True statement 1 and 2
False statement 1 and 2
True statement 1 False statement 2
False statement 1 True statement 2
Statement 1:
Upon the employer requiring his employees to work on any day including rest days,
analogous circumstances as determined by the Secretary of Labor.
Statement 2:
Upon the employer requiring his employees to work on any day including rest days, when the nature of work requires continuous operation and stoppage of work may result in irreparable loss or injury to the employer;
Statement 1 is true, Statement 2 is false
Statement 1 is true, Statement 2 is true
Statement 1 is false, Statement 2 is false
Statement 1 is false, Statement 2 is true
Statement 1: Premium Pay is the term used to describe the payment to an employee for working on his/her regular day.
Statement 2: Holiday may not be given even if he did not work on a regular holiday for as long as he worked or is otherwise on leave with pay on the working day immediately preceding the said holiday.
Statement 1 is true, Statement 2 is false
Statement 1 is true, Statement 2 is true
Statement 1 is false, Statement 2 is false
Statement 1 is false, Statement 2 is true
What are the governing rules for work performed during Regular Holidays and the payment of compensation, except:
Even if an employee did not work on a regular holiday, he is still entitled to a “holiday pay” equivalent to 50% of his basic daily wage; provided he was not absent without pay on the working day immediately preceding such regular holiday.
Even if the regular holiday falls on a Sunday or the employee’s scheduled rest day, he is still entitled to a holiday pay even if he did not work on that day, provided the “prior working day presence rule” is satisfied.
If he was absent without pay on the working day immediately preceding such regular holiday, the legal assumption is that he would have been absent as well on the following day if it were not a holiday, hence he is not entitled to be paid on that unworked holiday
The employer may require an employee to work on any regular holiday but such employee shall be paid a compensation equivalent to twice of his regular daily rate
Are monthly-paid employees entitled to extra pay for working on a holiday? How about daily-paid employees?
Only monthly-paid employee are entitled
Only daily-paid employee are entitled
Both are entitled to extra pay for working on a regular day.
Both are entitled to extra pay for working on a holiday.
Which is incorrect? Any employee may be required by the employer to perform overtime work in any of the following cases:
When it is necessary to prevent loss of life or property or in case of imminent danger to public safety due to an actual or impending emergency in the locality caused by serious accidents, fire, flood, typhoon, earthquake, epidemic, or other disaster or calamity;
When the country is at war or when any other national or local emergency has been declared by Private Group of Individuals or the Chief Executive;
When there is urgent work to be performed on machines, installations, or equipment, in order to avoid serious loss or damage to the employer or some other cause of similar nature;
Where the completion or continuation of the work started before the eighth hour is necessary to prevent serious obstruction or prejudice to the business or operations of the employer.
It shall be the duty of every employer, whether operating for profit or not, to provide each of his employees a rest period of not less than _____ consecutive hours after _____ normal work days.
48 hours; 6 consecutive
48 hours, 5 consecutive
24 hours; 6 consecutive
24 hours; 5 consecutive
STATEMENT 1: The employer may require his employees to work on any day where the nature of the work requires continuous operations and the stoppage of work may result in irreparable injury or loss to the employer
STATEMENT 2: Where the nature of the work requires intermittent operations and the stoppage of work may result in replaceable injury or loss to the employer.
Only statement 1 is correct
Only Statement 2 is correct
Both Statements are correct
Both statements are incorrect
Which is Incorrect? Any employer who employs handicapped workers shall enter into an employment agreement with them, which agreement shall include:
The names and addresses of the handicapped workers to be employed;
The rate to be paid the handicapped workers which shall not be less than eighty five (85%) percent of the applicable legal minimum wage;
The duration of employment period;
The work to be performed by handicapped workers.
Learners are persons hired as trainees in semi-skilled and other industrial occupations which are non-apprenticeable and which may be learned through practical training on the job in a relatively short period of time which shall not exceed how many months?
Five (5)
Two (2)
Three (3)
Six (6)
Health personnel in cities and municipalities with a population of at least _____ or in hospitals and clinics with a bed capacity of at least ______ shall hold regular office hours for eight (8) hours a day, for five (5) days a week, exclusive of time for meals, except where the exigencies of the service require that such personnel work for six (6) days or forty-eight (48) hours, in which case, they shall be entitled to an additional compensation of at least thirty percent (30%) of their regular wage for work on the sixth day.
1,000,000 ; 100
100,000 ; 1,000
1,000,000 ; 1,000
100,000 ; 100
STATEMENT 1: Undertime work on any particular day shall be offset by overtime work on any other day.
STATEMENT 2: Permission given to the employee to go on leave on some other day of the week shall exempt the employer from paying the additional compensation
Only statement 1 is correct
Only Statement 2 is correct
Both Statements are correct
Both statements are incorrect
Section 8 of the Telecommuting Act states that The DOLE shall establish and maintain a telecommuting pilot program in select industries which shall last for a period of not more than how many years?
Five (5)
Two (2)
Three (3)
One (1)
When the nature of the work of the employee is such that he has no regular workdays and no regular rest days can be scheduled, he shall be paid an additional compensation of at least twenty five percent (25%) of his regular wage for work performed on Sundays and holidays.
True
False
Work performed on any special holiday shall be paid an additional compensation of at least __% of the regular wage of the employee. Where such holiday work falls on the employee’s scheduled rest day, he shall be entitled to an additional compensation of at least __% of his regular wage.
25% ; 50%
30% ; 43%
30% ; 50%
25% ; 43%
Any alien seeking admission to the Philippines for employment purposes and any domestic or foreign employer who desires to engage an alien for employment in the Philippines shall obtain an employment permit from the Department of Justice.
True
False
Any employer employing non-resident foreign nationals on the effective date of this Code shall submit a list of such nationals to the Secretary of Labor within ___ days after such date indicating their names, citizenship, foreign and local addresses, nature of employment and status of stay in the country.
60 days
15 days
30 days
90 days
They are persons hired as trainees in semi-skilled and other industrial occupations which are non-apprenticeable and which may be learned through practical training on the job in a relatively short period of time which shall not exceed three (3) months.
Learners
Apprentices
Trainees
Professionals
