OPERATIONS L6 Working on a Double Holiday Premium, Working

INTRODUCTION TO HUMAN RESOURCE IN HOSPITALITY

on a Double Holiday + Rest day Premium
= Hourly rate × 300% × 8 hours
Types of Employee Benefits
1. Employee minimum wage and additional
4. Night Shift Differential (night shift pay)
pays due to varying factors like holidays or
= per hour rate × 10% × 8 hours
overtime.
2. Leave benefits which are paid absence from
Night shift on a rest day
work, and
= per hour rate × 130% × 10% × 8 hours
3. Mandatory government contributions.
Night shift on a Regular holiday
Wages and Compensation Benefits
= per hour rate × 200% × 10% × 8 hours
1. Employee Minimum Wage
 NCR - P537.00 (effective Nov 22, 2018)
Night Shift on Special Holiday
 NCR – P610.00 (effective Jun 30, 2023)
= per hour rate × 130% × 10% × 8 hours
2. Overtime Pay
Night Shift on a Double Holiday
= per hour rate × 330% × 10% × 8 hours

Night Shift on a Regular Holiday plus rest day

= per hour rate × 260% × 10% × 8 hours

Night Shift on Special Holiday plus rest day

= per hour rate × 150% × 10% × 8 hours
3. Premium Pay
There are Three Types:
Night Shift on double holiday plus rest day
 Regular Holidays – these refer to fixed
= per hour rate × 390% × 10% × 8 hours
dates like Christmas Day, Independence
Day, or New Year’s Day.
5. 13th Month Pay - The 13 month pay is often
 Special Holidays – also known as Special mistaken as the Christmas Bonus, but
Non-Working Holidays, they fall on technically, it is a monetary bonus mandated by
flexible dates, depending on the law.
circumstance. 6. Separation Pay - Separation pay is also part of
 Double Holidays – this is a rare occurrence the Labor Code and is given to employees
wherein a regular holiday and a special terminated from the company. The only
holiday fall on the same day. exception are those terminated because of
misconduct or crime involvement.
Working on Rest day Premium /
Working on Special Holiday Premium 7. Retirement Pay - Upon the age of 60 years or
= Hourly rate × 130% × 8 hours more, an employee who has served at the
establishment for at least five years may be
Working on Special Holiday + Rest day Premium granted a retirement pay equivalent to at least
= Hourly rate × 150% × 8 hours one-half month of salary for every year of
service.
Working on Regular Holiday Premium
= Hourly rate × 200% × 8 hours 8. Leave Benefits
 Service Incentive Leave
Working on Regular Holiday + Rest day Premium
= Hourly rate × 260% × 8 hours
 Parental leave
o Maternal – any pregnant woman
employee who has worked with
the company for at least six
 months will be granted a maternity
leave of at least two weeks prior to Best Practices for Recruiting and Hiring
her due date (expected date of 1. Distribute and sign handbooks: All
delivery). personnel policies should be clearly
o Paternal – the R.A No. 8187, or spelled out in an employee handbook
Paternity Leave Act of 1996, grants 2. Sign a comprehensive contract: Contracts
seven (7) days of fully paid leave to should clearly state the terms of the hiring
married fathers. agreement.
o Solo Parent – Solo or single 3. Re-evaluate job descriptions with every
mothers and fathers have seven hire: Every employee who holds a position
days leave with pay for every year changes it.
of service, on top of other leave 4. Pursue diversity: Bias is often systemic
privileges, e.g. Maternity or rather than intentional.
Paternity Leave. 5. Conduct exit interviews: Whether they
were a bad fit or a great one.
 Special Leave Benefits for Women
o Magna Carta for Women – this Function #2: Compensation Management
entitles women who underwent Compensation management includes establishing
surgery due to gynecological salary ranges for positions, placing employees
disorders to two months’ leave within the ranges based on their qualifications.
with full pay.
o Leave for women and their Best Practices for Computation Management
children who are victims of 1. Benchmark your compensation plans: To
violence. ensure that your pay is competitive,
 Bereavement Leave consult a reliable source.
 De Minimis Benefits - These are either 2. Audit salaries for bias: Setting policies and
relatively small amounts of money or providing training isn’t enough to prevent
leave credits that are optional for bias from creeping into an organization’s
employers to grant. pay.

Mandatory Government Contributions Function #3: Performance Management

1. SSS Performance management is a continual process
2. PhilHealth - This serves as a health of evaluating how individual employees are
insurance program for private employees performing, identifying areas of improvement,
providing financial aid and service and recognizing achievement.
privileges for health care.
3. Pag-IBIG - Also known as the Home Best Practices for Performance Management
Development Mutual Fund (HDMF), Pag- 1. Set clear expectations: Every employee
IBIG is another form of national savings should be working toward concrete,
program and the financing office for measurable performance goals.
affordable shelter. 2. Include an initial performance review
within 60 days: In most positions, sixty
Functions of Human Resources Management days is enough time to settle in and begin
performing.
Function #1: Recruiting and Hiring 3. Make performance appraisals a give- and-
Recruiting and hiring talent is one of the most take: Use check-ins to gather feedback as
important HR functions, and it goes far beyond well as give it.
attending job fairs and going through their 4. Appraise continually: The contents of a
resumes. performance appraisal should never come
as a surprise to the employee.
Function #4: Benefits Management Function #7: Worker Safety and Health
Benefits make up approximately 30 percent of Providing a safe, healthy work environment is a
total employee compensation. Benefits that are critical function of human resource management.
provided as part of an employee’s compensation
are known as fringe benefits. Best Practices for Worker Safety and Health
1. Appoint an employee safety leader: No
Best Practices for Benefits Management matter the size of the company or the
1. Take advantage of software: Many nature of the work.
platforms exist that can reduce the 2. Conduct emergency planning: From first
administrative burden of benefits aid stations to evacuation drills.
administration. 3. Address safety in every position: While
2. Ask employees what they want: Might jobs in industries such as construction and
assume that salary is your employees’ manufacturing require extensive safety
major concern. training.
3. Communicate the full value of your
offerings: It is easy for employees to Function #8: Labor Law Compliance
forget that your investment runs deeper Ensuring that the practices comply with
than the bottom line in their paychecks. government regulations is critical to safeguarding
the employees and the company.
Function #5: Professional Development and
Training Best Practices for Labor Law Compliance
It is human nature to want to grow and learn new 1. Seek legal advice
things, and employers who capitalize on that 2. Communicate policies in writing
desire can reap substantial benefits. 3. Provide training
4. Encourage employees to speak up
Best Practices for Professional Development and
Training Labor Code of the Philippines
1. Invest in critical skills: Some training is  The Labor Code of the Philippines stands
essential to your company’s performance. as the law governing employment
2. Consider program goals: Do you want to practices and labor relations in the
invest only in on-site training or open the Philippines.
doors to wider opportunities.  It was enacted on Labor day of 1974 by
3. Measure results President Ferdinand Marcos, in the
exercise of his then extant legislative
Function #6: Employee Relations powers.
Employee relations are all the activities that
influence a company’s relationships with its
employees. Characteristics of a Multinational Corporation
1. Very high assets and turnover - to become
Best Practices for Employee Relations a multinational corporation, the business
1. Look beyond pay: Numerous studies have must be large and must own a huge
shown that while pay is important, it’s not amount of assets both physical and
the primary driver of employee happiness. financial.
2. Reward candor: The employer can’t give 2. Network of branches - Multinational
employees everything they want. companies maintain production and
3. Use surveys: Employee surveys and other marketing operations in different
anonymous communication channels. countries.
4. Live the corporate values: Like any 3. Control - In relation The management of
relationship, employee relations are officers in other countries is controlled by
founded on core values such as honesty. one head office located in the home
country.
 4. Continued growth - Multinational
corporations keep growing. Even as they
operate on other countries.
5. Sophisticated Technology - When a
company goes global, they need to make
sure that their investment will grow
substantially.
6. Right Skills - Multinational companies aim
to employ only the best managers.
7. Forceful marketing and advertising - One
of the most effective survival strategies of
multinational corporations
8. Good quality products

Roles and Functions of the Human Resource

Department
1. Recruitment of Employees - This is one of
the most fundamental roles of the HRM
department.
2. Effective recruitment - can be done
through a number of ways. The company
can conduct educational and
psychological measurements.
3. Improvement of Compensation Packages -
one of the major functions of the HR
department is to motivate employees.
4. Planning in the Organization - The Human
Resource Department is placed with the
responsibility of ensuring that it plans
adequately for all the organization’s
future engagements that will involve
people.