Labor Law June 8

Where does the employer-employee relationship start?

• a. agreement

• b. Contract of Employment

• c. meeting of minds

• d. hiring

Termination of employment is done by

• a. employer

• a. employer

• c. company

• d. both a and b

A solo parent is entitled to solo parent's leave of:

• a. 5 days

• b. 7 days

• c. 10 days

• d. 15 days

Jurisdiction over termination disputes belongs to

• a. Labor Arbiters

• b. Grievance machinery

• c. Voluntary Arbitrator

• d. DOLE Regional Directors

Additional compensation for work performed beyond 8 hours on a holiday should be at least:

• a. 10%

• b. 20%

• c. 25%

• d. 30%

Denial of application for union registration or cancellation of union registration originally rendered by the Bureau of Labor Relations may be appealed to the

• a. Secretary of Labor and Employment

• b. Bureau of Labor Relations

• c. Supreme Court

• d. Regional Trial Court

It shall be unlawful for an employer to make any deduction from the wages of his employees, except

• a. when the employee gives his individual written authorization

• b. for union dues

• c. as recompense for the employer for payment of premium of the insurance when employee is insured by employer with his consent

• d. for the purchase of merchandise, commodities or other propertyof the employer or any other person

Which of the following is NOT an authorized cause of termination?

• a. Introduction of machineries in the manufacture of products

• b. Reorganization by way of adopting new management policies

• c. Defiance of return-to-work order

• d. Easing out of laborers on account of union activities

The additional compensation pertaining to night shift differential should at least:

• a. 5% of an employee's regular wage

• b. 10% of an employee's regular wage

• c. 15% of an employee's regular wage

• d. 20% of an employee's regular wage

The test of regularity of employment is…

• a. where the employee has rendered at least one (1) year of service, whether such service is continuous or broken.

• b. where the employee's contract has been repeatedly renewed after the completion of he's former contract.

• c. where the employee performs a particular activity in relation to the usual business or trade of the employer.

• d. where the employee has been asked to continue working for an extended period long after the supposed project has been finished.