PRELIM: Quiz 1 Flashcards
cites eight factors that influenced her to establish transcultural nursing:
Dr. Madeleine M. Leininger, transcultural nursing
enables nurses to examine the cultural dimensions of health and nursing organizations, institutions, and agencies.
Transcultural nursing
A substantive area of study and practice focused on comparative cultural care (caring) values, beliefs, and practices of individuals Or groups of similar or different cultures with the goal of providing culture-specific and universal nursing care practices in promoting health or well-being or to help people to face unfavorable human conditions, illness, or death in culturally meaningful ways.
DEFINITION OF TRANSCULTURAL NURSING
PURPOSES OF TRANSCULTURAL NURSING
To make growing awareness acceptance of diversity and willingness to maintain and support ethnic and cultural heritage.
To give competent and sensitive health care.
To provide holistic and comprehensive approach in
client care.
Is ‘work that is productive and delivers a fair income, security in the workplace and social protection for families, better prospects for personal development and social integration, freedom for people to express their concerns, organize and participate in the decisions that affect their lives and equality of opportunity and treatment for all women and men’.
Decent Work
(ILO) -
INTERNATIONAL LABOR ORGANIZATION
⭐️TRIDENT:
GOVERNMENT- WORKERS- EMPLOYERS
4 PILLARS OF DECENT WORK AGENDA
International labour standards and fundamental principles and rights at work
Employment creation
Social protection
Social dialogue and tripartism
it guarantees a secure form of employment and safe working conditions
it ensures equal opportunities and treatment for all
DECENT WORK EMPLOYMENT
The primary goal of the ILO is to
promote opportunities for women and men to obtain Decent Work in conditions of freedom, equity, security and human dignity.
is the goal of ILO’s tripartite constituents governments, workers and emplovers.
Decent Work
A Decree Instituting a Labor Code Thereby Revising and Consolidating Labor and Social Laws to Afford Protection to Labor,
THE LABOR CODE OF THE PHILIPPINES
PRESIDENTIAL DECREE NO. 442 OF 1974
THE LABOR CODE OF THE PHILIPPINES
Name of Decree. - This decree shall be known as the “Labor Code of the Philippines.”
ART. 1.
Date of Effectivity. This Code shall take effect six (6) months after its promulgation
(November 1, 1974)
An Act Allowing the Employment of Night workers
RA No. 10151
An Act Strengthening Tripartism
RA No. 10395
An Act Strengthening Conciliation-Mediation
RA No. 10396
Go Negosyo Act
RA No. 10644
An Act Strengthening the Operations of the NLRC
RA No. 10741
⭐️NLRC-
(NATIONAL LABOR RELATIONS COMMISSION)
EXEMPTED FROM RIGHTS AND BENEFITS UNDER THE LABOR COD
Government employees
Managerial employees:
Officers or members of managerial staff
Domestic Servants
Non-agricultural field personnel
WHEN IS THERE EMPLOYER- EMPLOYEE RELATIONSHIP?
FOUR FOLD TEST
The selection and engagement of the employee;
The payment of wages;
The power of dismissal; and
The emplover’s power to control the emplovee on the means and methods by which the work is accomplished.
CLASSES OF EMPLOYEES
Regular
Project
Seasonal
Casual
Pronationary
Fixed terms
engaged to perform activities which are usually necessary or desirable in the usual business or trade of the employer
REGULAR
one whose employment has been fixed for a specific project or undertaking the completion of which has been determined at the time of engagement of the employee
PROJECT
One whose work or services to be performed is seasosal in nature and the employment is for the duration of the season
SEASONAL
activity performed is not usually necessary or desirable in the usual business or trade of the employer, not project and not usual seasonal
CASUAL
General Rule: Not Exceed 6 mos.
- Except:
covered by an apprenticeship agreement stipulating a longer period voluntary agreement of parties
PROBATIONARY
period is agreed upon knowingly and voluntarily by the parties without force, duress, or improper pressure exerted on the employee satisfactorily appears that employer and employee dealt with each other on more or less equal terms with no moral dominance
FIXED TERM
NIGHT WORK PROHIBITION
Industrial Undertaking (10pm to 6am)
Commercial or Non-industrial ( 12am to 6am)
Agricultural undertaking Nighttime, unless given a period of rest not less than 9
A covered female employee who has paid at least three monthly maternity contributions in the twelve-month period preceding the semester of her childbirth, abortion or miscarriage and who is currently employed shall be paid a daily maternity benefit equivalent to one hundred percent (100%
MATERNITY LEAVE BENEFITS
NORMAL HOURS OF WORK
Not exceeding 8 hours in a day
Meal break - 60 minutes
20 minutes (with pay)
WAGES
remuneration for hours of work
includes fare and reasonable value of board and lodging and other facilities
Who fixes the wage?
Employer
The CBA, if there is Collective Bargaining Agreement
National Wages and Productivity Commission (sets the guidelines)
Regional Wage Board
PREMIUM RATE FOR OVERTIME
Normal - 25% ON TOP OF HOURLY RATE
Holiday/Rest Day- 30%
Special Day - 30%
Necessary to Prevent loss of life/property or Imminent danger to public safety
Urgent work to be performed on Machines to avoid serious loss or damage to employer
EMERGENCY OVERTIME WORK
OVERTIME COMPENSATION
Voluntarily agrees to work 9 hours
No diminution in pay
Value of benefits greater or at least equal to 1hr.
NIGHT DIFFERENTIAL
(10pm-6am) - 10%
for purposes of 13th mo. pay shall include
all remunerations or earnings paid by his employer for services
BASIC SALARY
Serious misconduct or willful disobedience by the employee of the lawful orders of his emplover or representative in connection with his work (work-related)
TERMINATION
means the deliberate, unjustified refusal of an employee to resume his/ her employment.
TERMINATION : ABANDONMENT
TERMINATION : DUE PROCESS FOR JUST CAUSES
2 notices are required
1st notice - warning of impending termination and reason
2nd notice - actual notice, informing the employee of the decision to terminate
not a penalty; only part of disciplinary procedure when employee’s presence poses serious threat to co-employees or employer
Preventive suspension
resorted primarily to avoid or minimize business losses
criteria of who to lay off
(1) less preferred status
Retrenchment
RESIGNATION
WITHOUT JUST CAUSE
at least 1 month prior notice
employee may be held liable for damages for failure to give notice
RESIGNATION
WITH JUST CAUSE
Grounds
serious insult on the honor and person of employee by the employer or his representative
inhumane and unbearable treatment accorded to the employee
RETIREMENT PAY
KINDS:
OPTIONAL - 60 years old / 5 years in service (includes authorized absences/ vacations/regular holidays/mandatory military or civic service)
COMPULSORY - 65 years old/ regardless or years of service (company not bound to dismiss employee)
