ON CONTRACTUAL/CONTRACTING EMPLOYEES

Department of Labor and Employment, Department Order 18-A, with the Implementing Rules on Article 106 to 109 of the Labor Code is all about Job Contracting.

There are different types and terms of Job Contracting. One which is familiar to me is the Contractual Type of employment wherein a worker works only for a specified period time. They are not considered regular.

However, they are covered too by the rules on Labor Standards.

a.      They are entitled to government-mandated benefits - SSS, PAG-IBIG, Philhealth, 5 days Service Incentive Leave after 1 year of service.

b.       It is legally advisable not to renew their contracts. A six months service in a company, whether continuous or broken, entitles them to claim for regularization.

Another type in which I am also familiar with is hiring of personnel through an agency or contractors. The following are considered in checking if said contractor is prohibited or not.

It is a legitimate contractor when:

a)      The contractor or subcontractor carries on a distinct and independent business and undertakes to perform the job, work or service on its own account and under its own responsibility according to its own manner and method, and free from the control and direction of the principal in all matters connected with the performance of the work except as to the results thereof; (b) The contractor or subcontractor has substantial capital or investment; and (c) The agreement between the principal and contractor or subcontractor assures the contractual employees entitlement to all labor and occupational safety and health standards, free exercise of the right to self-organization, security of tenure, and social and welfare benefits.

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?

REWARDS AND RECOGNITION

Business environments nowadays are getting more and more competitive. With the rise of similar companies with similar services and products, competing with them in terms of human resource is difficult. I remember, my experience in one of the multi-national Architectural Firm in Makati. With so many firms in the same industry in the city, employees just come and go. The question now is how can we keep these talented and hard to find talented manpower?

Rewards and Recognition are only a few of the answers. However, it should be implemented sincerely and effectively in order to achieve its best effect. Managers and team leaders should support one another in implementing this program. A culture or environment of trust has to be set-up prior to its orientation and full implementation so that in the end the following can be attained:

·         Employee Satisfaction

·         Employee Engagement or Loyalty especially of outstanding staff

·         Continuous learning

·         Positive work environment

·         Professional growth and development

PRINCIPLES IN THE IMPLEMENTATION OF REWARDS AND RECOGNITION

In order to be more effective , the following should be applied in administering this reward system:

·         Management should be true or genuine in giving the rewards to employees. It is not just to give but simply, more on recognizing their efforts in trying their best to contribute to the company’s success.

·         It should be a ceremonial one not just an ordinary gift giving. Make the day a memorable one to the staff who are witnessing the said event in order to motivate them, too to do the same as the awarded employee.

·         Lastly, it shouldn’t be exaggerated. Frequent evaluation of the program’s effectiveness must always be executed in order to study and know its flaws then, at the same to make some improvements, if needed so.

PURPOSE OF REWARDS AND RECOGNITION

·         To keep top employees in a competitive job market

·         To increase employee performance

     SAMPLES OF REWARDS AND RECOGNITION

·         No tardiness/no Late/ No Absent – Perfect Attendance Award

·         Achiever award for successfully implementing a new work or challenging special duty within the specified period of time.

·         Dangal ng company award – for a commendable virtue such as honesty and integrity.

·         Loyalty Award – as a recognition for over 5 years of service in the company.

All these awards are most effective when coupled with cash equivalent. So it’s up to the HR Department on how they can make a valuable mechanism for the system to become operational and of use and importance to the human resources.