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WorksheetsBasic Labor Relations & Labor Standards Practices Introduction
Total questions: 86
Worksheet time: 43mins
Which statement best distinguishes labor relations from labor standards in the Philippine context?
Labor standards governs only union registration and certification
Labor standards focuses on employer branding and workforce morale
Labor relations sets minimum wage, hours, and benefits requirements
Labor relations concerns management–labor interactions and agreements
A competency most relevant to resolving a union–management dispute through facilitated discussion is which of the following?
Mediation skills for structured third‑party dialogue
Supreme Court SCRA citation memorization
Drafting a corporate marketing plan
Occupational safety equipment calibration
Which competency most directly supports preparing and defending a case involving unfair labor practice before a tribunal?
Government tourism rules and incentives
Negotiation skills for supplier price talks
Knowledge of the Labor Code of the Philippines
Basics of laboratory quality assurance
A company seeks to formalize a Collective Bargaining Agreement (CBA). Which paired competencies together would best guide the process from talks to enforceability?
Negotiation skills and knowledge of government rules and procedures
Facility maintenance scheduling and payroll software tips
Social media outreach and employee wellness coaching
Inventory control methods and export documentation
Which statement best distinguishes labor relations from labor standards?
Labor standards focuses on union recognition and bargaining
Labor standards governs processes between employers and workers
Labor relations governs processes between employers and workers
Both terms mean identical regulatory approaches in workplaces
Labor relations prescribes minimum employment terms and benefits
What is the primary focus of labor standards within labor law?
Defining management prerogatives in enterprises
Regulating employer–worker negotiations and disputes
Setting minimum terms and conditions of employment
Mediating political participation by trade unions
Determining taxes and social insurance contributions
A company sets wages, hours, and leave below legal minimums but maintains a cordial union relationship. Which area of labor law is most clearly being violated?
No violation because mutual consent applies
Collective bargaining procedures exclusively
Constitutional provisions on free speech only
Labor standards on minimum terms and benefits
Labor relations obligations and mediation rules
Which biblical principle most directly supports a weekly day of rest for workers?
Leviticus 19:13 on prompt payment of wages
Exodus 23:12 on ceasing work on the seventh day
Proverbs 31 on diligence and industry
Genesis 9 on covenants with humanity
Matthew 5 on turning the other cheek
Which biblical text emphasizes timely payment of wages to hired workers?
Exodus 23:12 on Sabbath rest and refreshment
Psalm 23 on guidance and protection
Leviticus 19:13 on not defrauding neighbors
Deuteronomy 5 on honoring parents and elders
Acts 2 on sharing within early communities
Which item is a core principle of labor law emphasizing long-term employment stability?
Freedom of expression in the workplace
Security of tenure in lawful employment
Living wage pegged to basic needs
Humane conditions and safe facilities
Participation in policy-making bodies
Which set best lists collective rights commonly protected in labor law?
Management rights, performance appraisal, bonuses only
Licensing, training, continuing professional education
Tax withholding, social security, health insurance
Minimum wage, paid leave, safe equipment standards
Self-organization, collective bargaining, concerted activities
A union proposes workers join a committee shaping safety policies, while management promises market wages and regular rest days but rejects committee participation. Which core principle is most at issue?
Humane work conditions and reasonable hours
Participation in policy-making and decision-making
Freedom of expression through workplace notices
Security of tenure with due process rights
Sharing of production fruits through profit bonuses
Which statement best expresses the idea that employment is a contract?
It is a permit issued by the government
It is an informal promise between friends
It is a casual arrangement without duties
It is a mutual agreement with obligations
Which option lists the four elements of the 4-Fold Test most commonly used to determine an employment relationship?
Hire, Fire, Pay, Control
Hours, Leave, Overtime, Safety
Wages, Benefits, Taxes, Tenure
Recruitment, Training, Appraisal, Rewards
In the 4-Fold Test, what does the element of “control” primarily refer to?
The employee’s freedom to choose any client
The government’s power to regulate industries
The union’s role in negotiating collective terms
The employer’s right to direct how work is done
A company selects a worker, sets work methods and schedules, pays a monthly salary, and may terminate for cause. Under the 4-Fold Test, how is the relationship best classified?
As an independent contractor arrangement
As a temporary volunteer engagement
As an employment relationship under the test
As a purely civil service appointment
Which situation most strongly weakens a claim of employment under the 4-Fold Test?
Firm provides regular pay for services
Worker controls methods and timing of tasks
Firm chooses who performs the work
Firm can end the engagement for cause
Which item is a statutory monetary benefit typically given at year’s end in the Philippines?
Service Charges
Separation Pay
Premium Pay
13th Month Pay
Overtime Pay
Which benefit compensates work performed beyond the employee’s normal daily hours?
Holiday Pay
Premium Pay
Overtime Pay
Service Incentive Leave
Night Shift Differential
Which benefit specifically addresses work performed during late-night hours?
Maternity Leave
Service Charges
Night Shift Differential
Minimum Wage
Solo Parents Leave
Which set lists only government-mandated social insurance benefits marked with an asterisk?
Social Security Benefit, Overtime Pay
VAWC Leave, Retirement Pay
PhilHEALTH Benefit, Pag-IBIG Benefit
Compensation Benefit (ECC), Service Charges
Maternity Leave, Minimum Wage
Which option best explains the analogy that employment is like marriage?
Both prioritize benefits over duties
Both eliminate need for written contracts
Both remove employer’s legal liabilities
Both guarantee permanent legal union
Both involve long-term mutual obligations
Which pair correctly matches the benefit to its general purpose?
Service Incentive Leave – paid annual rest
Retirement Pay – pay for working holidays
Premium Pay – monthly government pension
Service Charges – overtime compensation
Separation Pay – bonus for perfect attendance
Which sequence correctly represents the three broad stages in the employment lifecycle as depicted in the diagram?
Hiring, Training, Retirement
Recruitment, Placement, Termination
Pre-employment, Employment, Post-employment
Orientation, Appraisal, Separation
In the marriage analogy for employment stages, which phase aligns with Pre-Employment?
Wedding ceremony
Anniversary celebration
Separation and annulment
Courtship and engagement
Which ordered set best matches Recruitment, Selection, and Placement with their marital parallels?
Courtship, Marriage, Separation
Engagement, Marriage, Anniversary
Courtship, Engagement, Marriage
Marriage, Separation, Annulment
During recruitment, which activity most directly depends on job analysis outcomes?
Scheduling orientation sessions
Issuing the job offer
Conducting background checks
Preparing the job description
Which step typically occurs after receiving job applications but before job offer and acceptance?
Onboarding and induction
Short-listing candidates
Drafting job analysis
Holding exit interviews
Which pairing correctly links an employment outcome with its marriage-analogy counterpart for a positive end state?
Long tenure with awards — Golden anniversary
Probationary dismissal — Engagement party
Redundancy payment — Prenuptial agreement
Resignation without clearance — Wedding reception
Which of the following is most appropriately categorized under Selection rather than Recruitment?
Administering employment tests
Sourcing applicants externally
Advertising vacancies widely
Writing the job description
Which action best represents Post-Employment activities in a labor standards context?
Processing separation clearance
Finalizing job placement
Scheduling applicant testing
Drafting job advertisements
In the recruitment-to-placement pipeline shown, what is the most logical immediate successor to Background Checks?
Testing of candidates
Performance appraisal
Payroll enrollment
Job analysis review
A company maps its processes to the marriage analogy. Which policy most closely reduces the risk of a 'tragic ending' like separation or lawsuits?
Lengthy anniversary celebrations
Lavish recruitment advertising
Symbolic engagement ceremonies
Rigorous selection with testing
Which scenario best fits a happy ending to employment?
Retirement with proper clearances
Termination for repeated offenses
Filing a labor case for wages
Getting sued for negligence
Which item is most associated with a tragic ending to employment?
Labor case over unpaid benefits
Retirement with farewell rites
Cordial resignation after turnover
Completion of a fixed project
What is a Yellow Dog contract?
A contract promising lifetime employment
An arrangement to pay wages in company scrip
A contract where a worker rejects union membership
An agreement waiving overtime premiums
An employer presents a new hire with a Yellow Dog contract. Which choice describes the worker’s commitment in that document?
To remain for five years without leave
Not to join or stay in a union
To accept variable pay below minimum
To report all safety incidents weekly
Which pair correctly matches ending type with an example?
Tragic ending – cordial resignation
Happy ending – lawsuit for negligence
Tragic ending – labor case filed
Happy ending – termination for cause
Which principle best captures the link between recruitment and dismissal decisions in labor relations?
Hiring methods shape lawful termination steps
Recruiters decide all future firing outcomes
Hiring paperwork is unrelated to future dismissal
Termination rules dictate how firms must hire
Which statement reflects that not everyone engaged by a firm becomes an employee under labor law?
Freelancers are always considered employees
Some hires are independent, not employees
All hires automatically gain employee status
Probation always means permanent employment
Which is a non-employment option commonly used by organizations?
Regular seasonal worker status
Tenured civil service placement
Permanent full-time appointment
Independent contractor engagement
Which pairing shows two non-employee categories from common practice?
Regulars and probationary hires
Project and seasonal employees
Supervisors and rank-and-file
Consultants and freelancers
Which role is typically outside an employer–employee relationship?
Volunteers providing unpaid services
Workers with fixed monthly salaries
Probationary employees learning duties
Regular staff under company control
Labor law imposes limits on what aspect of business authority?
Shareholder voting procedures
Management prerogative in employment
Corporate taxation and customs
Product pricing in open markets
Under the Labor Code, who bears the burden of proof that a dismissal had a valid or authorized cause?
The employer initiating the dismissal
The dismissed employee alone
The labor arbiter hearing
The government labor inspector
Which article places the burden on the employer to prove valid termination causes?
Article 4 paragraph 3
Article 96 paragraph 4
Article 282 paragraph 1
Article 291 paragraph 2
How should doubts in interpreting the Labor Code and its rules be resolved?
By case lottery assignment
In favor of business interests
In favor of labor interests
By equal split between sides
Which legal directive favors workers when rules are ambiguous?
Article 4 of the Labor Code
Article 291 on tax benefits
Article 110 on capital gains
Article 3 of the Civil Code
A company labels a worker as a consultant but controls work hours, methods, and provides tools. Which issue is most relevant?
Possible misclassification as employee
Need for more onboarding sessions
Proper use of consulting title
Choice of contractor billing cycle
When planning hiring policies to minimize disputes, which approach aligns with legal limits?
Shift proof of cause to the employee
Assume doubts favor management decisions
Rely on verbal promises to new hires
Define status clearly and keep evidence
Which set best represents the three actors in the tripartite model of labor relations?
Employers, Consumers, Media
Courts, Police, Military
Government, Labor, Business
Unions, NGOs, Academia
In the tripartite model, which role primarily sets and enforces minimum wage orders?
Nonprofits through advocacy funds
Business through price controls
Labor through collective strikes
Government through wage boards
Which interaction is central to the tripartite model’s balance of interests?
Exclusive arbitration by courts
Silent compliance by workers
Bilateral negotiations among all three
Unilateral decisions by employers
A regional wage order increases non‑agriculture rates while keeping agriculture rates lower. Which rationale most aligns with typical wage‑setting considerations?
Sector productivity and cost structures
Random adjustments without criteria
International law mandates parity
Uniform pay for all occupations
If Region NCR shows a higher non‑agriculture daily wage than a rural region, which explanation is most consistent with regional wage policy?
Higher living costs and market wages
Foreign currency subsidies
Punishment for urban employers
Union bans in rural communities
A business argues that plantation agriculture should match non‑agriculture wages immediately. Which tripartite process step should occur before a decision?
Plebiscite of non‑resident voters
Court trial without submissions
Consultation among government, labor, business
Instant decree by business owners
Which principle best describes non-diminution of benefits in employment?
Benefits cannot be reduced once granted
Benefits can be reduced during losses
Benefits may be delayed without limit
Benefits have maximum caps by policy
Termination of employment is generally lawful only when based on which categories?
Economic downturn alone
Managerial prerogative alone
Just cause or authorized cause
Voluntary quit or retirement
Which is a just cause for termination?
Mandatory retirement age
Redundancy of a position
Closure due to automation
Serious misconduct by the employee
Which is an authorized cause for termination?
Installation of labor-saving devices
Willful disobedience of orders
Fraud against the employer
Crime against a supervisor
Which pair correctly matches cause type to example?
Authorized cause – employee fraud
Just cause – serious misconduct
Authorized cause – gross insubordination
Just cause – redundancy of staff
Which statement about substantive due process in termination is most accurate?
There must be a valid legal ground
Separation pay suffices alone
Only the hearing must be held
Only notices must be issued
Which statement about procedural due process in dismissal is correct?
Proper notices and hearing are required
No hearing is ever required
Only a final notice is necessary
Employer intent alone is sufficient
Which sequence reflects the typical procedural due process steps?
Investigation, immediate termination, appeal
Hearing, notice to explain, final payment
Notice of termination, hearing, notice to explain
Notice to explain, hearing, notice of termination
Which is NOT generally a just cause for termination?
Willful breach of trust
Serious misconduct at work
Gross and habitual neglect
Redundancy due to reorganization
Which is NOT an authorized cause for termination?
Habitual minor offenses by employee
Retrenchment to prevent losses
Disease prejudicial to health
Business closure or cessation
Loss of trust as a ground is typically associated with which type of cause?
Just cause requiring proof of breach
Authorized cause due to redundancy
Statutory cause with automatic pay
Economic cause requiring notice only
A company installs robots, rendering some jobs unnecessary. What cause applies?
Authorized cause: employee fraud
Just cause: serious misconduct
Just cause: willful disobedience
Authorized cause: labor-saving devices
An employee repeatedly ignores lawful orders. What cause may justify dismissal?
Just cause: willful disobedience
Authorized cause: redundancy
Authorized cause: retrenchment
Just cause: compulsory retirement
Which due process document first informs the employee of the charges?
Payroll memo acknowledging pay
Notice of termination only
Employment certification letter
Notice to explain with details
Redundancy as an authorized cause generally requires which employer action?
Good faith and proper notice
Immediate dismissal without pay
Secret reorganization only
Criminal complaint against staff
Which situation best illustrates gross and habitual neglect of duties?
Repeatedly missing critical tasks
One accidental late submission
Taking approved unpaid leave
Requesting additional training
Incompetence without improvement may justify termination under which category?
Statutory cause: retirement
Procedural cause: hearing only
Authorized cause: retrenchment
Other just causes recognized
Which scenario properly invokes disease as an authorized cause?
Illness poses health risk at work
Minor cold treated in one day
Stress from heavy workload
Dislike of shift schedule
If a business must close entirely, termination may be based on what?
Authorized cause: closure or cessation
Just cause: breach of trust
No cause is ever required
Just cause: serious misconduct
Habitual commission of minor offenses leading to dismissal is grounded in which concept?
One-strike termination rule
Purely economic necessity
Zero-tolerance once policy
Totality of infraction doctrine
Which element belongs to substantive due process in employment decisions?
Just cause for action
Notice to explain
Notice of termination
Notice of hearing
Which step is part of procedural due process before termination?
Good faith applied
Reasonableness tested
Just cause established
Notice to explain
Why is a written employment contract considered a best HR practice?
It clarifies terms and obligations
It replaces due process entirely
It prevents any future disputes
It eliminates need for documentation
Which documentation set correctly matches timing with purpose?
Pre-employment: screening records
Employment: resignation letters
Post-employment: onboarding forms
Pre-employment: payroll adjustments
Article 19 of the Civil Code requires actions with justice, giving everyone their due, honesty, and what additional principle?
Waiver of employee rights
Strict liability to employees
Absolute employer discretion
Good faith in dealings
Which practice best demonstrates good faith in human relations at work?
Fair investigation before discipline
Immediate dismissal without notice
Ignoring employee explanations
Secret evidence against employees
An HR officer plans a termination. Which sequence aligns with procedural due process?
Hearing, notice to explain, termination
Termination, hearing, notice to explain
Notice to explain, hearing, termination
Just cause, termination, appeal hearing
A company collects IDs, clearances, and pre-employment medical results. Which documentation phase is this?
Collective bargaining records
Post-employment documentation
Disciplinary documentation
Pre-employment documentation
Which situation shows substantive due process is missing?
No HR signature on notice
No written termination letter
No schedule for the hearing
No just cause for dismissal
Which statement best links best practices and legal standards in HR?
Good documentation supports due process
Verbal policies replace written contracts
Good faith removes need for hearings
Just cause is optional if polite
