Katanungan:
Pwede po bang ang sahod namin ay bawat 18 ng buwan at sa 4 po ng susunod na buwan?
Kasagutan: (Suhestiyon lamang: Kumunsulta sa abogado upang malinawan pa)
Ang payment of wages ay hindi maaring ayon sa kagustuhan ng employer dahil mayroon tayong Labor Code na sinusunod, at ito ay substantive law na mas dapat sundin kesa sa kagustuhan ng employer at maging ng employee.
Nakasaad sa ating Labor Code ang sumusunod:
Article 102: Forms of Payment – No employer shall pay the wages of an employment by means of promissory notes, vouchers, coupons, tokens, tickets, chits or any object other than legal tender, even when expressly requested by the employee.
Payment of wages by check or money order shall be allowed when such manner of payment is customary on the date of effectivity of this code, or is necessary because of special circumstances as specified in the appropriate regulations to be issued by the Secretary of Labor and Employment or as stipulated in a collective bargaining agreement.
Article 103: Time of Payment – Wages shall be paid at least once every two (2) weeks or twice a month at intervals not exceeding sixteen (16) days. If on account of force majeure or circumstances beyond the employer’s control, payment of wages on or within the time herein provided cannot be made, the employer shall pay the wages immediately after such force majeure or circumstances have ceased. No employer shall make payment with less frequency than once a month.
The payment of wages of employees engaged to perform a task which cannot be completed in two (2) weeks shall be subject to the following conditions, the absence of a collective bargaining agreement or arbitration award:
- that payments are made at intervals not exceeding (16) days, in proportion to the amount of work completed;
- That final settlement is made upon completion of the work.
Ang pagbayad ng wages o salary ay dapat ti lalampas ng 16 araw bawat buwan for twice a month. Ito ay striktong patakaran ng ating Labor Code dahil pinapangalagaan ng ating batas ang mga karapatan ng empleyado sapagkat ang kanilang sahod ang magsasabi kung sila ay magkakaroon ng pagkain sa kanilang mesa. Kaya hanggat maari ay dapat iwasan ang anumang pag-delay sa sahod ng empleyado. Kung may sapat na basehan para di naibigay ang sahod, as soon as possible ay dapat itong ibigay sa empleyado para maiwasan ang grievance o ang pag file ng claims sa labor arbiter.