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               ECBP4 Early Bird Deadline           CGBP           Fourth run               
presents
Thursday & Friday, 29 & 30 AUGUST 2013 * 9:00AM to 5:00PM
EDSA SHANGRI-LA HOTEL, MANDALUYONG CITY, PHILIPPINES
Compensation is an employee motivation and productivity tool. Likewise, this can be a source of serious labor issues within the organization if not carefully planned and crafted. Minimize, if not totally eliminate, labor disputes in compensation and benefits through proper planning.

In this two-day solutions-oriented seminar, our expert practitioners and authors on labor laws will give you a tour on the basics and best practices on legal compensation, from hours of work, rest days to payment of wages, incentives and computation of salaries, as well as the twists and variations of important jurisprudence and recent laws on compensation and benefits. Benchmark with the model compensation schemes of world-class organizations.

Whether you are the HR executive, company owner or dutiful employee, this seminar will do wonders to your company or career. You will gain a solid and more reliable perspective on the mechanics of compensation and benefits as applied in business setting. This comprehensive seminar is designed as an easy to understand lecture module for everyone to enjoy. Register now!

   Limited Seats Only, Pre-Registration Required

   REGISTER NOW
   Avail of Early Bird and
   Group DISCOUNTS


   Contact Person: Camille Jonas
   Manila lines (+632) 556-8968 or 69
   Manila Telefax (+632) 842-7148 or 59
   Cebu lines (+63 32) 512-3106/07
   Email: camille@cgbp.org
   Check: http://www.cgbp.org




Lecturers:

Atty. Elvin Villanueva – he is the author of nine best-selling books namely, Guide on Employee Compensation and Benefits vol. 1 & 2; Guide to Valid Dismissal of Employees; Guide on Wage Order & Minimum Wage; Gabay sa Mga Karapatan ng Mga OFWs; Human Resources Forms, Notices & Contracts; Leave Benefits; Employee Transfer & Demotion; & How to Pass the Bar Exam.

Ramon de Leon – formerly managing director of Ayala Corporation, under the Office of the Lead Director for Infrastructure, and seconded to the various Ayala-owned subsidiaries to help in the corporate transformation of Globe Telecoms, MWSS, IMI, and BPI Family Bank.



    Who Should Attend:

     • Business Owners
     • Board Directors
     • Company Presidents & Top
       Management Decision-Makers
     • HR Practitioners & Managers
     • Lawyers
     • Trade Union Representatives
     • Business Consultants
     • Those in non-profit organizations


   _______________________________

   Seminar Investment is P13,200
   inclusive of Meals, Resource Kit, &
   Certificate of Attendance
Business World Online International Chamber of Commerce Tri-ISys Forbes College



Best Legal Practices in Employee Compensation & Benefits Planning

Edsa Shangri-La Hotel, Mandaluyong City, Philippines
9:00am to 5:00pm, Thursday & Friday, August 29 & 30, 2013


Course Outline


I.   Fundamentals of Compensation
     a. Compensation and Benefits defined
     b. Compensation philosophy
     c. Basic Compensation; Variable compensation
     d. Factors Affecting Compensation
          i. Company’s performance
          ii. Industry
          iii. Macroeconomics
          iv. Laws, rules and agreements
     e. Basic compensation principles
     f. Balancing enterprise productivity, employee performance and pay
     g. Activity
          i. Define your organization’s compensation philosophy
          ii. List the factors that affect compensation within your company
          iii. What other philosophies do you think should your organization adopt
          iv. Best practices: Total Rewards system

II.  Dynamics of compensation design
     a. Meeting employee’s expectations
     b. Keeping with the trend
     c. Productivity Based Pay
     d. Job evaluation

III. Legal Aspects of Compensation
     a. Compensation and Benefits under the Labor Code
     b. Legal principles in compensation
     c. Excepted Employees from the Labor Standards Provision of the Labor Code (Art. 82, Managerial Employees, members of the family,
         supervisors)
     d. Labor Code provisions affecting compensation
          i. Hours of work
               1. Coverage and Exclusions
          ii. Normal Hours of Work; Hours worked
          iii. Meal Periods; Shortening of the Meal Periods & Workweek
          iv. Night-Shift Differential
          v. Overtime Work
          vi. Undertime
          vii. Emergency Overtime work
          viii. Rest Periods
               1. Work on rest day
          ix. Holiday and rest day work
               1. List of Philippine holidays
                    a. Regular Holidays
                    b. Special days/holidays
               2. Right to holiday pay
          x. Illustrative Computations
          xi. Service Incentive Leave (SIL)
               1. Coverage
                    a. Field personnel
                    b. Employees paid by results
                    c. Meaning of “at least one year of service”
               2. Vacation Leave (VL); Sick Leaves (SL)
                    a. Regulation of VL and SL is a management prerogative
                    b. Commutation of leaves
                    c. Burden of proof of payment
               3. Other Leave Benefits
                    a. Maternity Leave
                    b. Paternity Leave
                    c. Parental Leave
                    d. Battered Woman’s Leave
                    e. Gynecological Disorder Leave (RA 9710)
          xii. Wages
               1. Concept of wages
                    a. Wage vs. Salary
               2. Minimum Wage
                    a. Concept
                    b. Wage distortion
                    c. Uniform wage vs. regionalized wage
                    d. Exemption from Wage Orders
               3. Wage Fixing
                    a. Understanding the mechanics of wage fixing
               4. Facilities
               5. Supplements
               6. Commission
                    a. Commission and wage
                    b. Commission and the 13th-month pay law
               7. Service Charges
          iii. Bonus
               1. Concept and nature of bonus
               2. Demandability and Enforceablity of Bonus
                    a. Signing bonus
                    b. Christmas bonus
                    c. Productivity Incentive Bonus
                    d. Program cash bonus under R.A. 6982
          xiv. 13th-month pay
                    a. Rationale of the law
                    b. Coverage
                    c. 13th-month pay vs. Christmas and other Bonuses
          xv. Company Practice
               1. Indicators of Company Practice
               2. Effect of Error in Company Practice Cases
          xvi. Payment of Wages
               1. Forms of payment
                    a. Legal currency
               2. Burden of proof of payment
               3. Employer’s criminal liability
               4. Time of payment
               5. Place of payment
               6. To whom wages shall be paid
                    a. Force majeure
                    b. To whom wages of deceased employee be given; avoiding liability
               7. Prohibitions regarding wages
                    a. Wage deductions
                    b. Monetary deposit for loss or damage
                    c. Prohibition on withholding of wages and kickbacks
                    d. Deduction to ensure employment
                    e. Criminal liability for violation of articles 112 to 119
          xvii. Monetary Awards in Termination Cases
          xviii. Legal Aspects of Retirement

IV. Best practices in compensation
                    a. Plotting basic compensation design
                    b. Realigning compensation philosophy
                    c. Establishing compensation policies and programs
                         i. Using Job Evaluation
                         ii. Salary Structure/Scale
                         iii. Tax and compensation
                              1. De minimis benefits
                              2. Fringe benefits
                              3. Reasonable Private Benefit Retirement Plan
                         iv. Monitoring compensation trend and benchmarking
                    d. Employer has the burden of proving payment of compensation and benefits
                         i. Relevant evidence of payment
                              1. Importance of employee’s signature on payroll
                              2. Pay slip as form of payment
                              3. Entries in payroll enjoy the presumption of regularity
                         ii. Quitclaims, release and waiver
                              1. Walk-in case before the Labor Arbiter
                              2. Presumption of regularity of Labor Arbiter’s attestation
                         iii. Using “silent” policy on benefits
                         iv. Retracting benefits/compensation given due to mistake

V. Open Forum

------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- SEMINAR FEE PER PERSON: P 13,200 (Fee covers Meals, Resource Kit, Certificate of Attendance)

GET AS MUCH AS 15% DISCOUNT! AVAIL OF ANY OR ALL OF THE FOLLOWING:

Less 5% for early registrants (on registrations made on or before July 29, 2013)
Less 5% for early payment (if made on or before August 19, 2013)
Less 5% for group registration (minimum of 3 participants)

REGISTER NOW to avail of Early Bird and Group DISCOUNTS
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Share |
Download: Flyer - Black&White (.PDF 401kb)
                         Course Outline (.PDF 222kb)