2B1

Streamline your HR processes and focus on your business with our expert support

Human Management

Our Human Management service provides comprehensive support for our clients' human resource needs. We assist clients with tasks such as employee recruitment, onboarding, payroll management, and compliance with labor laws and regulations. Our team of HR experts can help businesses manage their workforce more efficiently and effectively, allowing them to focus on growing their business.

Efficient HR Solutions for Business Growth

2B1’s Human Management service provides comprehensive support for our clients’ human resource needs. and provide them with tailored solutions. Our team of experienced HR professionals can assist businesses with various tasks, including recruitment, onboarding, payroll management, Termination ,and welfare calculations. We ensure that our clients are compliant with labor laws and regulations, minimizing any potential legal risks. Additionally, we take a collaborative approach to help businesses manage their workforce, ensuring that both employers and employees fulfill their responsibilities and obligations. We also provide guidance on labor dispute resolution to help our clients navigate any challenges that may arise in their human resource management. By partnering with us, businesses can streamline their HR processes, reduce administrative burden, and focus on achieving their growth objectives.

Frequently Asked Questions About Human Management

In the Philippines, 13-month salary usually refers to a type of additional salary compensation, that is, one month of extra salary paid to employees every year as a gift for Christmas and New Year holidays. This salary compensation is agreed in the labor contract and must be paid by the employer to both full-time and part-time employees.

Here’s how to calculate your 13-month salary:

Determine the basic salary: first determine the basic salary of the employee, that is, its normal salary level.

Determining working hours: Determine the actual working hours of employees within a year, including overtime and compensatory time off.

Calculation ratio: Calculate the ratio of employees’ actual working hours in a year. For example, if an employee works 11 months in a year, his 13-month pay will be calculated based on the actual hours worked in those 11 months.

Calculation of 13-month salary: Multiply the employee’s basic salary by the above ratio to calculate the amount of his 13-month salary.

It should be noted that the calculation method of the 13-month salary may be slightly different due to company policies and labor contracts, so before calculating, you should carefully read the terms of the 13-month salary in the labor contract and abide by the labor laws in the Philippines. regulations.

In the Philippines, overtime calculation methods are usually based on the country’s labor regulations and company policies. The general calculation is as follows:

Determine normal working hours: Normal working hours are 40 hours per week or 8 hours per day, with a 30-minute lunch break each day.

Determining overtime hours: When an employee’s actual working hours exceed 8 hours per day or 40 hours per week, this part of the working time is considered overtime. Overtime hours also include hours worked on statutory holidays and special festivals.

Determining overtime rates: Under Philippine labor law, companies are required to pay overtime at a rate that is usually 1.25 times the normal working hours, which means 125% of the hourly wage.

Calculate overtime pay: Multiply the hourly wages by the overtime rate to calculate the amount of overtime pay. For example, if an employee’s hourly salary is 1,000 pesos, then the overtime rate is 1,000*1.25=1,250 pesos, that is, the hourly overtime pay is 1,250 pesos.

It is important to note that some companies may have different calculation methods and rates for overtime, and these may be detailed in the employee’s contract. In addition, the company should also ensure that the overtime work of employees is based on the principle of voluntary, and must comply with the relevant provisions of the Philippine labor laws and regulations.

In the Philippines, mandatory benefits that are deducted from a worker’s salary each month usually include:

Social insurance system fees, including Philippine Social Security System (SSS) fees, medical insurance (PhilHealth) fees and housing provident fund (Pag-IBIG) fees. These costs are shared between the employer and the employee.

income tax. Under Philippine tax law, an employee’s income tax rate is based on their salary and job type. Employers are required to deduct the employee’s income tax when paying wages, and then pay the deducted salary to the employee.

In addition to these mandatory benefits, there are other benefits and allowances that are required by law, such as minimum wages, overtime pay, annual and sick leave, etc. Requirements for these benefits and allowances may vary depending on the employee’s job type and industry.

Under labor law, employees who do not take leave or are absent from work without the approval of their employer should be considered unpaid leave or absenteeism.

If an employee has an unexcused absence from work, the employer may take one or more of the following actions:

Contact employees: Employers can first contact employees to find out the reasons for absence, and remind employees to abide by company regulations and labor laws, and must not be absent without approval.

Issuing warning letters: Employers can issue warning letters to employees to remind them of the seriousness of the absence and inform them that more severe action may be taken if similar situations occur in the future.

Fines: According to Philippine labor laws, employers can fine employees who take unpaid leave or absenteeism, but the fines should be reasonable and clearly stipulated in the employment contract.

Layoffs: Employers may consider firing employees if they are absent frequently and do not improve. However, employers must comply with the provisions of the labor law before layoffs, including due process, respect for employees’ rights, payment of relevant benefits, and compliance with notice periods.

In the Philippines, mandatory monthly benefits usually include social security fees and taxes. Social security contributions are paid jointly by employees and employers, as stipulated in the Philippine Social Insurance System Act. The social insurance system includes SSS, Philhealth, Pag-ibig, aiming to protect the rights and benefits of employees and their families.

In addition, the Philippine government also requires companies to pay taxes for their employees. The employee’s income tax rate depends on their salary and job type. Generally, employers need to deduct the employee’s income tax when paying wages, and then pay the deducted salary to the employee. Companies are also required to pay corporate income tax for their employees.

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