a. Self assessment
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a. Self assessment Self assessment activities were very visible in big establishments who are seeking international recognition like ISO and OSHAS among others. With the introduction of D.O. 115-11, ICP, all covered establishments employing 200 workers and more and those with registered CBAs shall be encouraged to implement self assessment integrating the concept of big brother small brother of the KAPATIRAN Program. Labor inspector shall ensure that representatives from management and workers comprehensively understand the purpose of the program. To realize all of the above agenda, the personnel charge with the responsibilities shall undergo capability building exercises that will include, Basic Occupational Safety and Health retraining, continuing updates on DOLE enforcement policies, Labor Laws Jurisprudence and value development sessions that will advance excellence and integrity. II. LSEF ACTIVITIES b. Conduct of training and advisory services Training and Advisory Visit seminars (TAV) shall be intensified. In the past years, it is observed that management are reluctant to present improvement for monetary deficiencies in the action plan. This will be corrected by introducing productivity module in the topics for TAV seminar. This will encourage management to introduce improvement in working conditions particularly in compensation. Monitoring of Action Plans shall include formulation of new improvements, through another Action Plan, in the plant level.
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a. Self assessment
Self assessment activities were very visible in big establishments who are seeking international recognition like ISO and OSHAS among others. With the introduction of D.O. 115-11, ICP, all covered establishments employing 200 workers and more and those with registered CBAs shall be encouraged to implement self assessment integrating the concept of big brother small brother of the KAPATIRAN Program. Labor inspector shall ensure that representatives from management and workers comprehensively understand the purpose of the program.
To realize all of the above agenda, the personnel charge with the responsibilities shall undergo capability building exercises that will include, Basic Occupational Safety and Health retraining, continuing updates on DOLE enforcement policies, Labor Laws Jurisprudence and value development sessions that will advance excellence and integrity.
II. LSEF ACTIVITIES
b. Conduct of training and advisory services
Training and Advisory Visit seminars (TAV) shall be intensified. In the past years, it is observed that management are reluctant to present improvement for monetary deficiencies in the action plan. This will be corrected by introducing productivity module in the topics for TAV seminar. This will encourage management to introduce improvement in working conditions particularly in compensation.
Monitoring of Action Plans shall include formulation of new improvements, through another Action Plan, in the plant level.
c. Conduct of Inspection
Labor Standards Inspection shall be conducted in establishments employing 10-199 workers. However, priorities shall be observed in giving assignments in following order:
1.Complaint Inspection
2.Construction
3.Hazardous establishments
4.Security and Manpower Agencies
(including cooperative operating manpower business)
5. Transportations and ship building industries
Imminent danger situation and child labor cases shall be strictly regulated and given speedy disposition in accordance with the guidelines.
III. Advocacy and Education Campaign
Education and dialogue are convenient venues where the Department can instill to the workers not only their rights but including their obligation. The same way, in this venue, management are made aware not only of their responsibilities but also their prerogatives. It is anticipated that awareness can lead to voluntary compliance to labor standards on the part of management, on the one hand. And, on the other hand, workers imbibing sense of responsibility towards the company will lead to a more efficient and productive accomplishments.
IV. ALLOCATION OF TARGETS
Distribution of inspection targets among the provinces shall be proportionate to the density of covered establishments. The same shall apply to other activities.
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A. SELF-ASSESSMENT
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C. TAVC. 1. Seminar Conducted
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C. 2 Action Plan Monitored
V. STRATEGIES EMPLOYED TO IMPROVE COMPLIANCE
Self-assessment checklists shall be distributed within the first quarter. The Thirty (30) day period for submission from receipt shall be strictly implemented. The company shall be assigned for inspection a week after failure to submit within the deadline. However, the inspector assigned shall exert effort to convince management of the advantages of the self assessment program
All covered establishments under this program shall be nominated under the Incentivizing Compliance Program (ICP). Thus, it is imperative that these sector will appreciate the intention of the program which is for government to lessen its interference in the affairs of employment relationship.
TAV seminars shall be intensified. Establishment who fail to attend the seminar shall be listed for inspection. Monitoring of Action Plans shall be done through zoning assignments.
Establishments found with Labor Standards violation shall be automatically advised by the Labor Inspector to undergo Labor Management Education Program. Assignments in Hazardous workplaces and those in remote areas shall be given to 2 Labor Inspectors.
Regular updates of DOLE policies and guidelines on Workers’ Welfare and Protection shall be regularly given to Labor Inspectors. BOSH and CST retraining shall also be undertaken through the OSHC.
A task force shall be organized to give focus for Construction Safety and Health. Part of their responsibilities shall be the evaluation of Construction Program and the conduct of Construction Safety and Health orientation. Further, the group shall ensure that Construction Industry stakeholders shall be organized and that regular consultation is conducted.
Labor Standards compliance shall be primordial in the provisions of any Industry Voluntary Code of Conduct entered. This shall cover the manpower and service providers of the enrolled establishments.
VI. FEEDBACK MECHANISM
A regular assessment to be conducted every last Monday of the month shall be implemented. Issues and concerns encountered during the implementation of the different activities shall be discussed. Concerns that may be addressed by the Regional Offices shall be forwarded to the Regional Director. Those needing policy revision or formulation shall be endorsed to the Central Office for proper action.
Score cards of Labor Inspectors shall also be established to monitor quality performance.
VII. MANPOWER COMPLEMENT
Western Misamis Oreintal Kirk Patrick Corrales Provincial Office
Eastern Misamis Oriental Jose Errol Natividad Provincial Office Marina Ereno
Lanao del Norte Provincial Office Roselito RosalesRomil Cagas
Bukidnon Provincial Office Ruben BiadoFelixberto Labor
Misamis Occidental Provincial Office Eva Acosta
Camiguin Provincial Office Henry Janubas
Technical Service and Nicanor AguilarSupport Division Romeo Akut
Prepared by: ATHENEUS A. VASALLO
Supervising LEO
Recommending Approval:
RODRIGO A. DELOSO
Chief LEO, TSSD
Approved by:
JOHNSON G. CAÑETE Regional Director
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