Image via WikipediaAn April 14, 2011 advisory / press release by the Department of Labor and Employment
Labor and Employment Secretary Rosalinda Dimapilis-Baldoz yesterday said that Maundy Thursday, April 21, and Good Friday, April 22, 2011, shall be observed as regular holidays nationwide.
The labor and employment chief said that the observance of the two-day regular holidays is by virtue of Proclamation No. 84 issued by President Benigno S. Aquino III on 20 December 2010.
Citing that the Holy Week holidays are among the Filipino people’s most cherished and solemn holidays, Baldoz advised employers to see to it and ensure that the core labor standards, consistent with the emphasis on President Benigno S. Aquino III in his 22-point labor and employment agenda to provide for the welfare and protection of the country’s workforce, are properly applied in the country’s workplaces during these days.
She reiterated to employers the pay rules to be observed during the two regular holidays on April 21 and 22 as follows:
(A) If the holiday falls on an employee’s regular workday: If either or both Maundy Thursday, April 21, or Good Friday, April 22, 2011 are worked , the employee is entitled to 200 percent of his (or her) basic wage on the first eight hours and, for work in excess of the 8 hours, to an additional 30 percent of his or her hourly rate on the said day. But, if unworked, the employee is entitled to 100 percent of the regular daily rate, provided he or she was present, or was on leave with pay, on the workday immediately preceding the holiday.
(B) If the day is the employee’s rest day: If the day is worked, the employee is entitled, on the first eight hours, to 200 percent of his or her daily rate plus 30 percnt and, for work in excess of 8 hours, plus 30 percent and, for work in excess of 8 hours, plus 30 percent of his or her hourly rate on said day. But, if unworked, the employee is entitled to 100 percent of his or her regular rate, provided he or she was present, or was on leave with pay, on the workday immediately preceding the holiday.
(C) Finally, in case the day immediately preceding the holiday is a non-work day in the establishment, or is the scheduled rest day of the employee, the employee shall not be deemed on leave of absence on that day, in which case he or she shall be entitled to the holiday pay.
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