By Ferdinand Patinio
MANILA – The Department of Labor and Employment (DOLE) has provided assistance to 110 vendors, eatery owners and workers in Pasay City whose livelihoods were affected by security restrictions related to the ASEAN Summit, which started Sunday.
DOLE Secretary Francis Tolentino said the national and local governments provided employment assistance under the Tulong Panghanapbuhay sa Ating Disadvantaged/Displaced Workers (TUPAD) program.
“A seminar was conducted in collaboration with the Pasay City government. They were provided about 20 days of work,” he said in an interview.
DOLE-National Capital Region Director Roy Buenafe said affected individuals will be provided with a temporary source of income.
“Since vending and roaming street vendors were prohibited in that area, the DOLE stepped in to provide assistance to the affected businesses and their workers,” he said.
Buenafe assured that the affected owners and vendors will be allowed to return to their areas after the international event.
The 49th ASEAN Summit and Related Summits opened Sunday at the Philippine International Convention Center in Pasay.
Meanwhile, DOLE has released Labor Advisory No. 10 for the pay rules on Nov. 16 to 18, declared non-working holidays in Metro Manila due to the ASEAN Summit.
An employee who works on said dates will be paid an additional 30 percent of the basic wage for the first eight hours of work.
For work done if the non-working days fall on the employee’s rest day/s, the employer shall pay the employee an additional 50 percent of the basic wage for the first eight hours of work.
If the employee worked in excess of eight hours during the holidays that fall on the rest day/s, the employer shall pay an additional 30 percent of the hourly rate.
The no work, no pay principle shall apply unless there is a favorable company policy, practice or collective bargaining agreement granting payment on a special day.
The rules shall also apply to employees in alternative, flexible, and telecommuting work arrangements, without prejudice to their entitlement of other benefits under their respective company policy, practice, or collective bargaining agreement. (PNA)
