Tipaklong

In the Philippines, the following are the recognized types of employment

Are those whose work are necessary or desirable in the usual business or trade of the employer. The primary standard to determine regular employment is the reasonable connection between the job performed by the employee in relation to the business or trade of employer.

Is on employment for a specific project or undertaking. The duration of project will be set and determined, where employees will complete or terminate engagement once it ends. Additionally, there must also be a clear agreement on the completion or terminated of the project at the time of employment.

In nature and is only performed during a specific time of the year. They are mostly part-time or temporary workers that help with increased work demands for that period. These workers will be temporarily laid off during off season but re-employed when their services are needed.

Is defined where an employee is engaged to perform a job insignificant to the core business of the employer. The work must be a definite period made known to both parties at the time of engagement. Once they have worked for at least a year, whether continuously or not, they transition into a regular employee with respect to the employed position.

Are also known as contractual employees where they are engaged to perform a job, work or service for a pre-determined date of completion, or where the employment has a specific date of termination.

Are those made to go on a stipulated trial period before transiting to a regular employee. During this crucial period, employees on probation are scrutinized and assessed on their ability to perform on the job. This not only allows the employer to judge if new hires can carry out the job well, it also allows employees to understand their own suitability to the job.

The reassignment of an employee to a higher job position. Involving difficult duties and heavy responsibilities, and carrying higher pay, higher status, and better privileges.

The responsibility of the supervisor to identify promotable employees for the job to be filled.

It is also known as job posting. This enhances participation and the achievement of equal opportunity goals.

Factors for Promotion

The reassignment of an employee to a lower job position involving fewer skills and responsibilities.

The reassignment of an employee to a job with similar pay, status, duties and responsibilities or to another work shift, or from one unit to another in the same company.

Made to fill vacancies requiring the special skills or abilities of the employee being transferred.

Made due to the temporary absence of an employee.

Refers to the end of an employee’s work with a company. An employee may be terminated from a job of their own free will or following a decision made by the employer. Employers who execute a termination of employment may do so for a number of reasons, including downsizing, poor job performance, or redundancies.

The employer may also terminate the employment of any employee due to the following authorized causes: Installation of labor Redundancy Retrenchment to prevent losses Closure or cessation of business.

Types of compensation:Incentives & Profit Sharing (Pay for Performance) and Compensation Management (Wages and Salaries)

Types of compensation: Security, Safety, and health (Legally mandated benefits); Benefits and Services (“Fringe” benefits)

Are called indirect compensation and are also known as “fringe benefits” and “Perks”

Are something in addition to the payment like car fuel and free parking, clothing, and educational supports.

Means something extra (such as vacation time) that is given by an employer to workers in addition to their regular pay