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Thursday & Friday, 17 & 18 SEPTEMBER 2015 * 9:00AM to 5:00PM

Yes! You can save a lot of time, effort, and costs when you have ready-made templates on HR forms, notices and contracts that are fully updated and aligned with the labor laws.

With over 100 tried and tested forms to choose from, you can SIMPLIFY your HR function in a systematic and professional way. We will teach you what HR templates and labor law provisions are appropriate to use from pre-hiring to employment forms including offer and appointment letters as well as contracts for project, seasonal, fixed term, casual, part-time, and full-time employment. We'll provide you different types of sample notices you can easily use for the labor issues you need to address. And when you know how to design these documents, you can easily craft one for all your HR needs and requirements. When your HR documents are well-crafted and clearly defined, you get to avoid those contentious issues in the future.

Attend this 2-day special seminar and learn the best practices and legal strategies in designing, formulating and judgment-proofing your HR forms, notices and contracts for a trouble-free New Year!

Limited Seats Only, Pre-Registration Required

   Avail of Early Payment
    & 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 or 07
   Baguio line: (+63 74) 423-5148
   Legazpi line (+63 52) 736-0148

Course Director & Lecturer: Atty. Elvin Villanueva - is the author of the books, "HR Forms, Notices & Contracts Vol. 1 & 2", that inspired the making of this seminar. He is a specialist in and practitioner of labor laws. He has written 12 other 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; Employee Transfer & Demotion; Leave Benefits; Valid Contracting & Subcontracting; Real Estate Exam Reviewer; and How to Pass the Bar Examination.

Who Should Attend:

         • Business Owners / Employers
         • Administrators
         • HR Practitioners & Managers
         • Lawyers
         • And those who want to simplify
           their HR Functions


   Seminar Investment is P14,980
   inclusive of Meals, Resource Kit, &
   Certificate of Attendance
Business World Online International Chamber of Commerce Tri-ISys Forbes College

Best Legal Practices in Designing HR Forms, Notices and Contracts

Simplify Your HR Work Featuring Over 100 Trouble-Free and Judgement-Proof Documents

Edsa Shangri-La Hotel, Mandaluyong City, Philippines
9:00am to 5:00pm, Thursday & Friday, September 17 & 18, 2015

Course Outline

Topic Coverage for Day One: Thursday, September 17, 2015 (9:00 a.m. to 5:00 p.m.)

Pre-employment Forms and Contracts

I. HR and Labor Laws

II. Concept of Employer-employee relationship

III. Risks of labor dispute
      a. Demoralization
      b. Unrecoverable Cost
      c. Bad precedent
      d. Impact on reputation

IV. HR as first line of defense against labor cases

V. Pre-Employment forms and documents
      a. Manpower specifications
      b. Job descriptions
      c. Regular employment vs. temporary employment
            i. Permanent employment
            ii. Casual
            iii. Project
            iv. Seasonal
            v. Fixed-term
            vi. Other forms of employment
      d. Table of organization and Position titles
            i. Managerial employees
            ii. Supervisory employees
            iii. Rank and File employees
      e. Application Forms
      f. Employment checklist
            i. Importance of checklist
            ii. Compliance with items in checklist as condition precedent to employment
            iii. Non-compliance with checklist in relation to insubordination
      g. Medical results
      h. Offer letter
      i. Appointment letter
      j. Effects of Falsification in employment documents

VI. General principles of contracts
      a. Concept of contract in general
      b. Basic elements of a contract in general
            i. Consent
            ii. Object
            iii. Consideration
      c. Nature of employment contract
            i. It is imbued with public interest
            ii. Public policy
            iii. Employment contract not in writing
            iv. Effects of written vs. verbal contract
                  1. Absence of a written copy of the contract does not negate existence of contract of employment
            v. How the courts view employment contracts
                  1. Contracts shall be obligatory in whatever form they have been entered into, provided all essential requisites for validity are present
      d. Other circumstances which may prove presence of employment relationship
            i. Issuance of ID
            ii. Issuance of pay slip, cash vouchers, etc., as proof of salary
            iii. Daily time record
            iv. Reporting of employee to SSS, Philhealth, etc.
            v. Job description
            vi. Nature of work
      e. Parts of an employment contract, in general:
            i. Title
            ii. Announcement
            iii. Parties
            iv. Consideration
            v. Responsibilities/obligations
            vi. Signature
            vii. Acknowledgment
      f. Standard provisions of an employment contract
            i. Purposes and intents (Whereas clauses)
            ii. Commencement date
            iii. Provisions on labor standards benefits
                  1. Inclusion/ Exclusion rule
                  2. Exclusion from labor standards benefits of managerial employees and other officers and members of managerial staff
                  3. Concept of field personnel, workers paid by results, etc.
                  4. Hours of work
                  5. Overtime
                  6. Rest day
                  7. Holiday pay
                  8. Service incentive leave
                        a. Vacation leave
                        b. Sick/Emergency leave
                  9. Service charges
                  10. 13th month pay, etc.
                  11. Other leave benefits: Gynecological, VAWC, Parental, Maternity, Paternity, etc.
                  12. Benefits above the mandated provisions of law
            iv. Company rules and regulations
                  1. Rule on incorporation of documents
            v. Non-disclosure/Confidentiality
            vi. Non-compete
                  1. Rules for validity
                  2. Duration
                  3. Time
                  4. Industry
            vii. Intellectual property ownership (Copyright, invention, etc.)
            viii. Termination clause
                  1. Failure to qualify
                  2. Just Cause (Article 282)
                  3. Authorized Cause (Article 283 and Article 284)
                  4. Other causes under the Labor Code (Art. 263 [g]; Art. 264 [a])
            ix. Resignation
                  1. 30-day prior notice rule
                  2. Involuntary servitude; Oppression of employer
                  3. Liquidated damages
            x. Retirement clause (Art. 287, Labor Code)
                  1. Optional
                  2. Compulsory
                  3. Retirement Fund
            xi. Clause on withholding of final pay
            xii. Authority to deduct from final pay
            xiii. Clause on satisfaction of clearance and other exit documents

Topic Coverage for Day Two: Friday, September 18, 2015 (9:00 a.m. to 5:00 p.m.)

Sample Employment Contracts, Dismissal and Exit Forms

I. Types of employment contract:
      a. Probationary
            i. Concept of probationary employment
            ii. Six-month probationary rule
            iii. How to extend probationary beyond six months
            iv. Reasonable standards
            v. Apprising newly hired with reasonable standards
                  1. When to notify employee of the standards for regularization
                  2. Concept of "failure to qualify"
                  3. Important provisions in drafting probationary employment contract
                  4. Sample of Probationary contract
                        a. Why is the sample best legal practice?
      b. Regularization contract
            i. Article 280 of the Labor Code in relation to Article 279 on Security of Tenure
            ii. Concept of "regular from day one"
            iii. Performance of directly-related duties
            iv. Sample Regularization contract
                  1. Why is the sample best legal practice?
      c. Project employment
            i. What is project employment?
            ii. Exception from regularization
            iii. Requisites of a valid project employment contract
            iv. Indicators of valid project employment
            v. Sample Project employment contract
                  1. Why is the sample best legal practice?
      d. Seasonal employment contract
            i. Nature of seasonal employment
            ii. Regular seasonal employee
            iii. Sample Seasonal employment contract
                  1. Why is the sample best legal practice?
      e. Fixed-Term Employment
            i. Elements of valid fixed-term contract
            1. Knowingly and voluntarily agreed upon
                  2. Absence of moral dominance
                  3. Expiration clause
      f. Casual Employment
            i. Temporary activities
            ii. Concept of necessary and desirable in the usual business or trade of employer
            iii. Effect of at least one (1) year of service
            iv. Sample Casual employment contract
                  1. Why is the sample best legal practice?
      g. Part-time employment
            i. Best legal practices
            ii. Sample Part-time employment contract
                  1. Why is the sample best legal practice?
      h. Concept of acting capacity
            i. Special Program for Employment of Students (SPES)
      j. Apprenticeship
      k. Learnership

II. Training Bond
      a. Holding period after training
      b. Charging of training expenses
      c. Reimbursement of cost for failure to observe holding period

III. Rules in case of dispute over contracts
      a. Grievance procedure with/ without a union
      b. Voluntary arbitration
      c. Single Entry Approach

IV. Mandatory conciliation mediation under RA 10396 (March 14, 2013) inserting Article 228 in the Labor Code

V. Disciplinary Forms and Notices

VI. Review of basic principles and rules:
      a. Discipline as a management prerogative
      b. Security of Tenure for employees
      c. Two aspects of due process
            i. Substantive
            ii. Procedural
      d. Just cause for dismissal and other provisions allowing termination for lawful cause
            i. Article 282 of the Labor Code
            ii. Article 263 (g)
            iii. Article 264 (a)
      e. Grounds for dismissal under Article 282
            i. Serious misconduct
            ii. Insubordination
            iii. Gross and habitual neglect of duty
            iv. Fraud or willful breach of trust
            v. Other analogous causes
      f. Procedural due process
            i. Twin requirements:
                  1. Notice
                  2. Hearing
            ii. Two-Notice rule:
                  1. Notice to Explain (NTE) or Show-cause memo (SCM)
                        a. Article 277 of the Labor Code
                        b. King of Kings Transport Inc. vs. Mamac
                  2. Final Notice of Dismissal
            iii. Hearing/conference
                  1. Notice of conference
                  2. Minutes of conference
                  3. Rules during hearing/conference

VII. Drafting the NTE
      a. Statement of charge/s
      b. Narration of facts
      c. What to avoid
            i. Prejudgment
            ii. Conclusion of facts
            iii. Conclusion of law
      d. Period to submit reply
      e. Statement of consequence for failure to submit reply
            i. Failure to submit explanation is insubordination
            ii. Insubordination as a separate offense to the instant charge
      f. NTE coupled with preventive suspension
            i. Concept of preventive suspension
            ii. 30-day max rule
            iii. Rules on extension (inclusion in payroll; notice, etc.)
            iv. Constructive dismissal
      g. Drafting preventive suspension notice
      h. Drafting extension of preventive suspension

VIII. Drafting notices to explain for:
      a. Theft
      b. Falsification

IX. Drafting notice of conference
      a. Time, date, venue
      b. Desired counsel or support person
      c. Statement of consequence for failure to attend hearing

X. Drafting final notice of dismissal
      a. Statement of facts
      b. Establishing receipt of notices and holding of hearing/conference
      c. Applicable rule/s, law/s
      d. Application of law to the facts
      e. Final notice of dismissal
      f. Clause stating "without prejudice to filing of civil or criminal case"
      g. Enforcing withholding clause prior to satisfaction of exit documents
      h. Enforcing deduction from final pay

XI. Specific rules in drafting notices for AWOL
      a. Order to report for work immediately
      b. Statement of consequence: "deemed to have abandoned employment"

XII. Suspension as a penalty
      a. Procedural due process the same as dismissal
      b. Suspension as a penalty vs. preventive suspension
      c. Imposing preventive suspension and suspension as a penalty in the same offense
      d. Drafting notice of suspension as a penalty

XIII. Drafting acceptance of resignation
      a. Rule as to resignation under Article 285
      b. Acceptance: marginal notes and verbal acceptance vs. acceptance in writing

XIV. Drafting notices not involving the penalty of dismissal

XV. CBA provisions
      a. Salient items in the CBA

XVI. Acceptance of resignation

XVII. Clearance form

XVIII. Release, Waiver and Quitclaim

XIX. Notice of bona fide suspension of operation
      a. Notice of resumption of operation
      b. Notice of resumption of work

XX. Compromise agreement in labor cases

XXI. Tips in drafting any form of employment documents

SEMINAR FEE PER PERSON: P14,980 (Fee covers Meals, Resource Kit, Certificate of Attendance)


Less 5% for early registrants (on registrations made on or before August 17, 2015)
Less 5% for early payment (if made on or before September 7, 2015)
Less 5% for group registration (minimum of 3 participants)

REGISTER NOW to avail of Early Payment & Group DISCOUNTS
Share |
Download: Flyer - Black&White (.PDF 478kb)
                         Course Outline (.PDF 109kb)