SANTOS, KIM FRANZ F.
HRST-32
1. What is apprenticeship?
An apprenticeship is a system for training a new generation of practitioners of a trade or
profession with on-the-job training and often some accompanying study (classroom work and
reading). Apprenticeships can also enable practitioners to gain a license to practice in a regulated
profession.
2. what are the " highly technical industries "?
While there are several definitions, good examples of high technology are telecom and
networking, computing and automation, modern pharmaceuticals, commercial jet aircraft, and
advanced instrumentation like MRI machines. Emerging high tech areas include genetic
engineering and nanotechnology.
3. What are the incentives that the law gives to an employer who undertakes an
apprenticeship program?
An additional deduction from taxable income of one-half (1/2) of the value of labor training
expenses incurred for developing the productivity and efficiency of apprentices shall be granted
to the person or enterprise organizing an apprenticeship program
4. May the hiring of apprentices without compensation be authorized?
The Secretary of Labor and Employment may authorize the hiring of apprentices without
compensation whose training on the job is required by the school or training program curriculum
or as requisite for graduation or board examination.
5. Give the qualification of an apprentice.
Be at least fourteen (14) years of age;
Possess vocational aptitude and capacity for appropriate tests; and
Possess the ability to comprehend and follow oral and written instructions
6. Valid causes to terminate apprenticeship agreement. a. by an employer b. by an
employee
An employer may terminate an employment for any of the following causes:
a. Serious misconduct or willful disobedience by the employee of the lawful orders of his employer or
representative in connection with his work;
b. Gross and habitual neglect by the employee of his duties;
c. Fraud or willful breach by the employee of the trust reposed in him by his employer or duly
authorized representative;
d. Commission of a crime or offense by the employee against the person of his employer or any
immediate member of his family or his duly authorized representatives; and
e. Other causes analogous to the foregoing.
SANTOS, KIM FRANZ F.
HRST-32
Termination by employee.
a. An employee may terminate without just cause the employee-employer relationship by serving a
written notice on the employer at least one (1) month in advance. The employer upon whom no such
notice was served may hold the employee liable for damages.
b. An employee may put an end to the relationship without serving any notice on the employer for any
of the following just causes:
1. Serious insult by the employer or his representative on the honor and person of the employee;
2. Inhuman and unbearable treatment accorded the employee by the employer or his representative;
3. Commission of a crime or offense by the employer or his representative against the person of the
employee or any of the immediate members of his family; and
4. Other causes analogous to any of the foregoing.
7. When learners may be hired
Learners may be employed when no experienced workers are available, the employment
of learners is necessary to prevent curtailment of employment opportunities, and the employment
does not create unfair competition in terms of labor costs or impair or lower working standards.
8. What is Art. 281 , LABOR CODE of the Phils.
Probationary employment. Probationary employment shall not exceed six (6) months from the
date the employee started working, unless it is covered by an apprenticeship agreement stipulating a
longer period. The services of an employee who has been engaged on a probationary basis may be
terminated for a just cause or when he fails to qualify as a regular employee in accordance with
reasonable standards made known by the employer to the employee at the time of his engagement. An
employee who is allowed to work after a probationary period shall be considered a regular employee
9. Differentiate job contracting from labor- only contracting.
Job contracting is valid and recognized by law while Labor-only contracting is a prohibited act
10. What are the rights of Contractual employees?
(a) Safe and healthful working conditions;
(b) Labor standards such as service incentive leave, rest days, overtime pay, holiday pay, 13th month pay
and separation pay;
(c) Social security and welfare benefits;
(d) Self-organization, collective bargaining and peaceful concerted action; and
(e) Security of tenure.
