DOLE: New labor law compliance system more developmental than regulatory Published: July 19, 2013. Latest update: July 19, 2013. From the Department of Labor and Employment Secretary of Labor and Employment Rosalinda Dimapilis-Baldoz yesterday told over 100 human resource development practitioners of the Laguna Technopark Personnel and Human Resource Administrators (ALPHA), which serves over 90,000 workers in the CALABARZON region, that the DOLE’s new Labor Law Compliance System (LLCS) is a mix of developmental and regulatory approaches that will benefit micro, small and medium enterprises (SMEs), as well as address existing rigidities while ensuring decent and productive work. In her keynote message at the ALPHA Human Resource Summit at the Crimson Hotel in Alabang City, Baldoz said the new labor law compliance system, which serves as the framework for the additional 372 plantilla positions granted by President Benigno S. Aquino III for labor laws compliance officers (LLCOs), aims to foster a culture of voluntary compliance with labor laws by all establishments nationwide. “The 372 LLCOs bring the number of labor laws compliance officers to 567 nationwide, or one LLCO for every 120 establishments, a significant improvement from the previous ratio of 1:300,” said Baldoz. The theme of the ALPHA HR Summit is Strengthening HR Practices Towards Compliance with Labor Standards. ALPHA President Atty. Ma. Fatima Ungson-Liu, Vice President Debbie Ilagan, and ALPHA directors joined the HR Summit participants coming from the 210 Laguna Technopark locators engaged in electronics, semi-conductor, auto-parts, and automotive assembly. Laguna Technopark is home to global brands Honda, Isuzu, and Hitachi Global. “I chose to unveil before you the new LLCS because I know that your organization plays a very important part in ensuring workplace harmony and productivity. ALPHA could help bring in additional investments to create more employment,” Baldoz said. According to Baldoz, the LLCS is more developmental than regulatory, saying the new LLCOs are like the friendly Electrolux person. “They will knock on your doors, ring on your bell, and tap on your window to tell you more of DOLE’s programs and services, including information on labor standards,” Baldoz quipped. “Do not be afraid of them. They will not appear before you like police inspectors who will threaten and intimidate you with many violations until you come across. They will be your friendly teachers, advisers, trainers and coaches and, more importantly, their services are free,” she enthused. According to Baldoz, this developmental track is due to some labor law violations occurring because companies are not adequately informed and knowledgeable on labor laws. “Our new LLCOs have a “toolbox of DOLE programs and services,” or a menu that responds to the training and technical needs of establishments. Since June, they have been undergoing training to fully equip them not only with knowledge about labor laws, but also to make them adequately familiar with the DOLE’s services and programs that they are going to disseminate for free,” Baldoz added. Baldoz bared that an IT expert from the International Labor Organization will be coming next week for the LLCS software that features real-time data capture and can transmit from the field using an electronic checklist stored in mobile devices for efficient assessment and monitoring of establishments. “The budget for the electronic gadgets were also provided by President Aquino III,” Baldoz beamed. The new LLCS has three approaches: joint assessment, compliance visit, and occupational safety and health investigation. Under the new system, companies can apply to go through joint assessment and get a Certificate of Compliance valid for two years unless there is a complaint. All establishments, regardless of employment size, are covered by joint assessment under which the employer, the LLCO, and the workers’ representative will jointly verify the company’s compliance with general labor standards, safety and health, and child labor among others. A remediation period of ten days is allowed for noted deficiencies in monetary benefits and three months remediation for OSH deficiencies. To ensure correct remediation of deficiencies, the LLCO is tasked to provide technical assistance. A compliance visit is similar to inspection. It is triggered by a complaint or SENA referral and there is no remediation period under this approach. On the other hand, OSH investigation is triggered by imminent danger, dangerous occurrence, or a disabling injury. In the first two situations, a work stoppage or suspension order will be issued after an investigation, but for a disabling injury, a work stoppage order is immediate to allow urgent correction of OSH deficiency. “With the new system, and with HR development practitioners as our natural partners, we look forward to improved work conditions, good employer-employee relations, and enhanced work productivity through voluntary compliance with labor standards under the new system,” Baldoz said. The labor and employment chief said the DOLE acknowledges the importance of HRD policies and programs in ensuring decent work and productivity. “In fact, we at the DOLE believe that HR officers and chief administrative officers must continuously and consistently have a “big heart” for public service by pursuing excellence. I want to emphasize that the key is in demonstrating a very clear sense of what a public servant is,” she explained. She also said excellent service to DOLE clients transcends all sectors. “This is what we all aspire to deliver,” she further said, adding that clients are not only those who engage one’s services or purchase one’s products. “In your case, your most important clients as HR personnel and officers are your people, the very members of your own organizations. They are your foremost clients. Ensuring their welfare should be your main concern. Of course, this necessarily involves compliance with applicable labor laws,” Baldoz said.
Posted on: Fri, 19 Jul 2013 06:10:26 +0000
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