Study Set Content:
Jobs that require extensive training
and practice are often handled on an
apprenticeships or internships basis.
Such preparation may take several
years and utilizes both on- and off-the-
job training. Typical of this approach
are apprenticeships for specialized
functions in non-prescription sales and
services, and internships for pharmacy
students. Whether the employer
should bring an employee into the
pharmacy in need of this kind of
preparation or simply hire someone
who is already well-trained depends on
how urgently the employee is needed
and the relative costs of skilled versus
unskilled labor.
Apprenticeships and internships.
are a necessary
part of any staffing process.
Wages and benefits
must not exceed the pharmacy's
limitations on costs.
salary level
should include a process of
examining and comparing what people
are making and what the pharmacy
can afford to pay.
establishing the salary
can be found in local or national
reports and surveys, and in the
employer's contracts within the
industry and the community. Even a
look through the help wanted section
of the local newspaper can be useful,
especially for non-pharmacist
personnel.
Competitive salary
data
Once competitive wages have been
researched, and the pharmacy's ability
to pay has been determined, the
employer can begin to design a
salary structure
based on pharmacy profits
are frequently used in smaller
pharmacies that cannot afford large
salaries. Developing a bonus system,
however, should be tied to profits and
only apply to the people who directly or
indirectly (e.g., staff personnel) impact
sales and profits. In addition, the
salary plus bonus is usually higher
than a straight salary offered by a
competitor.
Bonuses
programs should be assessed in
conjunction with the wage programs,
since they can be very expensive if not
implemented properly. Some of the
common benefits are vacations,
holidays, group insurance, bonuses,
saving plans, profit-sharing, stock
options, and special services.
Benefit programs
A. Labor Standards Laws
1. Minimum wage
2. Holiday pay
3. Premium pay
4. Overtime pay
5. Night shift differential
6. Service incentive leave (vacation)
7. Service charges
8. Separation pay
9. Retirement pay
10.13th month pay
11.Maternity benefits
12. Paternity leave
B. Welfare Laws
13.Social Security System
14.Employees Compensation
Commission
15.PhilHealth
16.Pag-IBIG
was
enacted in 1951 providing for minimum
wage at P4.00/day. From then, up to
1989, increases in minimum wage
were affected by wage laws enacted
by Congress. But in order to improve
the mechanism in setting the levels of
minimum wage, a new law was passed
in 1989 creating the National Wages
and Productivity Commission (NWPC)
with six Commissioners, and
establishing the 16 Regional Tripartite
Wages and Productivity Board
(RTWPB) per region.
Minimum Wage
The first Minimum Wage Law was
enacted in
1951
The first Minimum Wage Law was
enacted in 1951 providing for minimum
wage at
P4.00/day.
From then, up to
1989, increases in minimum wage
were affected by wage laws enacted
by Congress. But in order to improve
the mechanism in setting the levels of
minimum wage, a new law was passed
in 1989 creating the
National Wages
and Productivity Commission
a. All covered employees are entitled
to holiday pay when they are on a paid
leave of absence. Employees who are
on an unpaid leave of absence on the
day immediately preceding a regular
holiday will not be paid if they have not
worked on such regular holiday.
a. All covered employees are entitled
to holiday pay when they are on a paid
leave of absence. Employees who are
on an unpaid leave of absence on the
day immediately preceding a regular
holiday will not be paid if they have not
worked on such regular holiday.
Employees shall be granted the
same percentage of the holiday pay as
the benefit granted by a competent
authority which may be the employee's
compensation or social security
payment, if they are not reporting for
work while on such benefits.
Employees shall be granted the
same percentage of the holiday pay as
the benefit granted by a competent
authority which may be the employee's
compensation or social security
payment, if they are not reporting for
work while on such benefits.
When the day that immediately
precedes the holiday is considered a
non-working day or the scheduled rest
day of the employee, he or she cannot
be on a leave of absence on that day,
in which case he or she shall be
entitled to the holiday pay if he or she
worked on the day immediately
preceding the non-working day or rest
day.
When the day that immediately
precedes the holiday is considered a
non-working day or the scheduled rest
day of the employee, he or she cannot
be on a leave of absence on that day,
in which case he or she shall be
entitled to the holiday pay if he or she
worked on the day immediately
preceding the non-working day or rest
day.
An employee is entitled to acquire
additional compensation when he or she is required by the
employer to work overtime or beyond
the regular eight hours, on days when
he or she should be off, or regular
holidays or special days.
premium pay
Coverage
This benefit applies to all employees
but not to the following persons:
Government employees employed
by the national government or any of
its political subdivisions, including
government-owned and/or -controlled
corporation.
Coverage
This benefit applies to all employees
but not to the following persons:
b. Managerial employees, but only if
they meet all of the following
conditions:
Their primary duty consists of
managing the establishment,
department, or subdivision in which
they are employed;
They customarily and regularly
direct and manage the work
activities or tasks of two or more
employees therein; and
They have the authority to hire or
fire other employees of lower rank;
they can suggest and recommend
who shall be hired and fired and
promoted. Generally, they can
change the status of employees in
the establishment.
