SSS OR SOCIAL SECURITY SYSTEM - GOVERNMENT MANDATORY BENEFIT

 

SSS or Social Security System is one that I did not appreciate when I was just starting as an employee. I bet all newbies and fresh graduates who happened to get their first job could relate to me especially if this was not explained well to them during their orientation. I disliked it because it is one of the deductions that I see in my payslip but never did I understand that it is also my gain, only that it is being deposited in my fund… for my future when I can no longer work as an employee.

 

So for the young employees out there, you’re so lucky because our SSS contributions nowadays have gone higher especially the employer’s part of contribution. So what does that mean? It means the higher contribution you have ( both your own and your employer’s share ), the higher retirement benefit / and other related benefit you could get in the future. That is because most of the computations of the benefits are based on the amount that we have invested while we were employed.

 

On top of that retirement benefit, below are the other benefits which we can enjoy being a member of the Social Security System.

 

1.    Sickn​ess.

2.    Maternity

3.    Disability

4.    Death

5.    Funeral

6.    Unemployment

7.    Salary Loan

8.    Calamity Loan

9.    Educational Assistance Loan

10. Housing Loan

11. Retirement

 

We will tackle each of these SSS benefits in my next writing. ‘till then. Happy Easter and I am happy to get back and relive this blog…

ARTICLE V OF REPUBLIC ACT NO. 9165 - A DRUG FREE WORKPLACE – IS A MUST

Pursuant to Article V of Republic Act No. 9165 or the Comprehensive Dangerous Drugs Act of 2002, and its Implementing Rules and Regulations and DOLE Department Order No. 53-03, series of 2003 (Guidelines for the Implementation of a Drug-Free Workplace Policies and Programs in the Private Sector), the following policies and programs must be adopted to achieve a drug-free workplace:

COVERAGE

This law applies to all establishments in the private sector, including contractors and concessionaires.

COMPONENTS

Advocacy, Training and Education – employees should be kept aware and educated about the dangers of using drugs including its consequences.

Drug Testing – random drug testing should be done in accordance with the company’s rules and regulation in order to avoid or lessen the risk in the workplace.

Treatment, Rehabilitation and Referral – this option is given only to officers and employees who are diagnosed with drug dependence for the first time, or who turn to the Assessment Team for assistance, or who would benefit from the treatment and rehabilitation.

CONSEQUENCES OF POLICY VIOLATIONS

1.       Any officer or employee who violated or commits other unlawful acts as defined under Article II of RA 9165 and its Implementing Rules and Regulations shall be subject to the pertinent provisions of the said Act.

2.       Any officer or employee found positive for use of dangerous drugs shall be dealt with administratively in accordance with the provisions of Article 282 of Book VI of the Labor Code and under RA 9165.

LOW COST "PERKS" THAT HELP ATTRACT EMPLOYEES

When we ask an applicant in the interview on how much salary is he currently receiving, you may hear this response, “ I am receiving this ____________ amount as a basic salary plus other perks. If you would come to dig with it deeper, you would agree with me. Most of the times, there is no difference with the salary offerings of different companies but with the other benefits that they can offer? – It is really what makes them different. And it is that “other perks” which attract most of the applicants.

Below are some of the less expensive perks we can offer the employees:
1. Flexible time – it all depends on the kind of industry that we are in. If you found out that employees find it hard to make it on time at 7 am, then probably, it is too early for him and he can’t cope up with it. If said employee is of one of the potential talents and his position is considered as one of the hard-to-fill in, then it’s time to make a way I order to make him fit for the job. Consider adjusting his reporting time but be sure to make it 8 hours as required by the policy and the law.

2. Free Lunch – To foster teamwork and happiness in the workplace by way of celebration, why not offer a free even just once a week or once a month. This could be done along with the celebration of those who have birthdays for the month.

3. Pick and Drop – Free transportation can free the employees from worrying with everyday traffic and stress from commuting.

4. Gym Facilities – it is just a one-time investment which we can offer to employees. Make this sports or strengthening and healthy activities free for all employees during non-working hours and on weekends.

5. Libraries for leisure and learnings – encourage reading habits and learning sessions with the employees in order to make them at home even when they are at work.

6. Organize a family day – This will bring the employees including their families closer to the organization.
7. Livelihood Projects – This will interest old employees even the young ones who wants to be productive outside their works.

8. Summer Hours or Summer Days – Aside from the regular teambuildings during summer, give “one Friday” free for all employees. This to give them time with their family for their scheduled outings or summer escapades.

9. Free Chair Massage – Again, this is a “one time” investment which will benefit the employees to ease their back pains from sitting for just around 5 minutes. After that, they can go back to work with the feeling of comfort and relax.

10. Free snacks – Fill the kitchen or the pantry area with fruits, biscuits,  juice, coffee or milk. This will take out the employees from the burden of buying small time snacks and at the same time, it would reduce the office time spent outside the office by buying in the nearby convenience store.

Those are just a few of the perks that would attract talents and helped in retaining them. How about you? Any sharing on unique ideas that would help retain talented employees?

RECRUITMENT TIPS

RECRUITMENT TIPS

Architects and Engineers are only two of the hardest to fill-in jobs in the country. Most of these professionals prefer going abroad basically because of higher perks they would receive in another country. It has always been a challenge to get employed as a Talent Acquisition or Recruitment Officer of this kind of industries. It is in these specialized industries that ones resourcefulness in finding the most fit candidates gets tested and proven.

Aside from being totally resourceful, strong selling and negotiation skills  are also a factor. Recruiting for the company is like selling its good image and the opportunities it may offer to the candidate. Learning the art of building relationships which start with being more open in communication and being friendly makes the company the employer of their choice, sometimes.

With the abundance of job engines, networks and tools , it makes the job of the recruiter easier. But it depends on how effectively the recruiter uses it. The recruiter should have the mentality of a hunter. Meaning to say, to be a hunter is not just to simply log in - on jobstreet.com or monster.com and keep on searching ‘till noon. The recruiter does not stay passive , he/she should be active in head hunting.  A recruiter is someone who calls, uses social media to contact the possible candidate, and builds a network among the applicants in order to find the most qualified one. A good recruiter does not only search for applicants the whole day but to look at how these candidates could fit into the organization even though there is no available position at the moment is more valuable.

A Recruitment Officer/Manager could catch more bees with honey than they can with vinegar. In other words, to attract more applicants, even for a very hard to fill-in positions, one must be approachable and personable. Answer phone calls and inquiries as much as you can, contact them via E-mails, or let them follow-up the status of their application and most important of all,give an honest answer and feedback. That is always a consistent rule, do not give false hopes but answer in a very polite manner with whole honesty. No one goes astray with being honest and sincere.

SUGGESTED RECRUITMENT TOOLS

• Employee Referral Program – This is one of the best HR Practices wherein existing employees can refer their former colleagues, friends and classmates for the vacant post. When the referred candidate becomes regularized, then the one who referred will get a Referral Reward or an allowance. In some companies, they give a 10,000 reward for the most hard to fill-in post; then 8,000 to the next; 5,000 and so on. It is very important that a course plan of actions is built before its implementation in order to set the doable direction .Let’s say, is there any budget for the reward? What are the guidelines and mechanics? It is necessary to understand how the team operates and then, plan accordingly.
• Extend the Referral Program to external sources such as your networks, buddies, seminar classmates, etc. Have an unlimited sources to have a variety of applicants to choose from. Give them rewards, too.
• Put a notice on the information board so that the whole organization could know the latest vacancies.
• Pull manpower from other companies in the same industry. Pirating is the term for it. This practice is unethical for some but that’s the trend now especially when it comes to scarcity of resources.