Ano’ng pwede natin gawin? AI is coming for your job
When the network giant GMA-7 presented to the public their newest sportscasters Marco and Maia, the Internet was all abuzz. Why? They look normal for sports reporters except for one thing—they are not humans.
GMA-7 calls the move “innovation in journalism” and reassured the public that the AI human models will not replace warm bodies in media. Many were not appeased and quick to voice out their fears—will these AI reporters replace their human counterparts?
4th Industrial revolution
Artificial intelligence, or AI, refers to the computer simulation of human intelligence processes. This involves programming machines to imitate human thought patterns by exposing them to diverse datasets. The goal is to replicate how the human brain works and apply it to the specific tasks the machine is designed for. The development of computer algorithms approximating human intelligence is made possible by the increasing computational power of machines.
The rise of AI is part of the ongoing fourth wave of industrial revolution that is taking over many aspects of our lives. We, as individuals and as part of society, are increasingly dependent on the internet due to easier access to information and services. AI products such as AI-generated images, videos, songs, and applications are becoming common. In the physical world, AI has allowed the development of self-driving cars, which used to exist only in sci-fi films.
Industrial applications of AI have also been on the rise. In the oil and energy industry, AI is used to predict the demand and needs for future use; in aviation, to plot more economical flight routes; in marketing, finance, e-commerce, and education, for predictive data analysis.
Among the most recent advancements in the field of AI are the large language models (LLM). These models are built on artificial neural networks—algorithms that mimic the structure of a human brain—and trained on a big data set of information. The result is a computer software that can carry out sophisticated conversations with human users, who may likely mistake it as a normal person.
Applications of these LLMs can be seen in OpenAI’s ChatGPT, Google’s Bard, and in Meta’s Llama, as well as in conversational AIs such as chatbots, virtual agents, virtual assistants, and even content-generation for SEO (search engine optimization) that are commonly used to assist in research, learning, or even for mundane tasks such as turning home appliances on and off (e.g. Siri, Alexa), or when you need someone to talk to in boredom (e.g. Simsimi).
Because of the language proficiency exhibited by these platforms, and the sheer volume of information that they can access and process, many think that these AI platforms can replace humans in some tasks. After all, AI integration has made work easier, and for some sectors, safer and cheaper.
And the tasks that can be delegated to AI has been growing. Even in the arts, AI has made its footprints. Image, music, and video generation can already be enhanced—if not completely and totally done—by AI. It can even write a full article! (This write-up, by the way, is not generated by AI.)
AI vs humans
Since new technology also impacts the way people work, it also brought disruptions to society and the economy. On the positive side, it improved productivity. On the negative side, it destroyed old ways of doing things where things are normally done more slowly, and more deliberately.
The advent of the internet and e-mail is why traditional postal service declined. In car factories, manufacturers opted for automation and replaced car painters with workers who know how to operate automated car body painting equipment; this raised production outputs, and cut the number of employees to be compensated.
The postal service example depicts direct displacement of economic activities, and in effect quite a number of workers. In auto manufacturing, the number for workers was reduced. New technology requires a new set of skills. Workers who were able to acquire these skills would remain on the assembly lines; those who failed to skill up were laid off.
However, despite the lay-offs and disruptions, it is important to note that automation has provided a much safer workplace for employees. It has reduced if not removed workers’ direct exposure to hazards, improving their health and welfare.
In the past, workers assigned to repetitive and routine-based tasks were deemed to be easily replaceable by machines. Many of these tasks can be observed in manufacturing (e.g. filling, canning, sealing) and agriculture (e.g. planting, harvesting, sorting), although some are also present in high-value added service activities such as BPO and finance (e.g. customer service and accounting tasks).
Cognitive and artistic work were thought hard to automate. But that was the view some years ago. Currently, even workers engaged in creative writing fear that they are as replaceable as machine parts. In fact, this is one of the grounds why the emergence of AI tools such as ChatGPT worries creative workers and has sent unions such as the Writers’ Guild of America (WGA) striking in May 2023.
Alienation of labor
Creative writing is not the only one threatened. The performing arts is also now disrupted. The means to produce images and performance in films through AI already exists.
In the US, film producers want to take advantage of this opportunity by “capturing” the likeness and performance of actors to train generative AI, which will then be used later in lieu of real actors.
Currently, CGI is being used to capture and replicate actors, where a body double is used in place of the original actor, and their faces to be placed with tracking dots to enable easier overlay of the original actor’s face. In the AI version, there would be no need for a body double.
Surely, the actors will get paid for their performance and whenever a production uses their likeness, right? Not necessarily. It all depends on who owns the captured performance and likeness of actors. Film producers assert their ownership of the captured likeness and performances of actors. As soon as images and motion have been transformed into data, it is now the AI taking over acting. Actors lose both jobs and earnings.
The use of AI is one of the issues that caused bargaining between film producers, represented by the Alliance of Motion Picture and Television Producers (AMPTP), and actors, represented by the Screen Actors Guild-American Federation of Television and Radio Artists (SAG-AFTRA), to break down.
SAG-AFTRA was forced to launch a strike in July 2023 to protect the interest of actors and secure work for them. On 9 November 2023 after more than 100 days, the union announced that it is calling off the strike after securing a better package for workers in the film industry. This includes "unprecedented provisions for consent and compensation that will protect members from the threat of AI".
Regardless of the arguments, one thing is certain: Whoever owns the technology also tends to capture the most returns from it—unless workers take collective action.
The future of work
The encroachment of AI in the world of work is just getting started, and technological advancement will continue. Although the impact on workers especially in developing countries such as the Philippines is not yet felt significantly, it will eventually.
In more advanced countries such as in the US, the possible impact of generative AI is already being considered as millions of jobs are aimed to be automated – which probably means that workers may be displaced.
Sam Altman, chief executive of OpenAI, has declared that “there will be an impact on jobs”. After all, in the event of mass automation, who shall be responsible to protect workers from possible displacement? While automation guarantees higher productivity, it will also create new types of jobs as it replaces existing ones.
Historically, automation is known to cause a decline in employment as displaced workers are not always readily equipped to take on the tasks demanded by the newly generated jobs. What can be done to address these concerns?
Alongside its goal to increase AI integration, Germany has put in place policies to aid workers from possible displacement due to AI. Some of the safeguards they have put in place are: Workers may be given paid leaves to attend educational courses; displacement tax are imposed on companies refusing to retrain their employees for AI-skill up; government offers financial incentives to companies that would enhance existing jobs to accommodate both AI and non-AI tasks.
In a recent discussion, Germany’s Research Minister Bettina Stark-Watzinger says that for 2024, additional AI skill centers and professorships shall be added to fortify their goal to boost AI integration in the country, as well as improve existing AI-infrastructure and worker training.
Which still begs the question: Who shall be responsible for the protection of workers?
As everyone is affected, everyone shares accountability. But most of the weight is on employers and government, as they hold this new means of production and regulate its use respectively.
This employer-government cooperation should identify pros and cons of such change; lay out long-term goals to achieve higher productivity, advancement, and economic improvement without sacrificing the welfare of the workers; and create and implement programs that would help them adapt to the fast-changing labor landscape.
What about us workers? We need to remind ourselves that we who provide either physical or intellectual or creative labor give things value. Our labor creates value. And the new machines should remain tools that make our labor less back-breaking.
References
Emeritus. 2023. Examples of Artificial Intelligence (AI) in 7 Industries.
New York Times. May 23, 2023. A.I.’s Threat to Jobs Prompts Question of Who Protects Workers.
May 13th Month Ka Na? Mga Kadalasang Itinatanong tungkol sa 13th month pay
1. Ano ang 13th month pay?
Ang 13th month pay ay isang uri ng cash compensation na nirerequire ng batas na ibigay ng employer sa mga empleyado. Ito ay base sa Presidential Decree No. 851, s. 1975 (Requiring All Employers to Pay their Employees a 13th Month Pay).
2. Kailan ibinibigay ang 13th month pay?
Ito ay ibinibigay sa mga empleyado bago sumapit ang bisperas ng Pasko, on or before December 24 ng taon. Maaaring ibigay ng employer ang kalahati ng 13th month pay sa kalagitnaan ng taon, habang ang kaakibat na kalahati ay maaring ibigay bago mag-Pasko, basta on or before December 24 ng taon. Maaari rin itong ibigay base sa magiging kasunduan kung sakaling may unyon, basta maibibigay ito on or before December 24 ng taon.
3. Sino-sino ang mga maaaring makatanggap ng 13th month pay?
- Rank and file employees (non-managerial)
- Mga empleyadong may fixed/guaranteed wage
- Mga empleyadong sumasahod via piece rate/per piece basis (hindi base sa oras ng nagawa kundi sa dami)
- Government employees na nagtratrabaho rin sa pribadong sektor
- Private school teachers
4. Sino ang mga hindi required mabigyan ng 13th month pay?
- Managerial-level employees
- Government employees na exclusive na nagtratrabaho lamang para sa gobyerno
- Mga empleyado ng government-owned corporations at subsidiaries
- Mga empleyado na commission-based, boundary-based, or per task basis tulad ng mga jeepney/tricycle drivers, freelancers, pati na rin ang mga kasambahay.
5. Lahat ba ng employer ay required magbigay nito?
Hindi lahat ng employer ay required magbigay ng 13th month pay. Tulad ng nakalagay sa sagot sa question #4, ang government; government-owned at government-controlled corporations; mga may empleyadong pang-personal na serbisyo; household employers; employers na kumikita based sa commission, boundary, or task-basis ay exempted sa batas ng pagbibigay ng 13th month pay sa kanilang mga empleyado.
6. Ano ang distressed employers?
Sila ay mga employers na nagkaroon ng malalaking pagkalugi, pati na rin ang non-profit institutions o organizations na nagkaroon ng mahigit sa 40% normal income loss sa loob ng magkasunod na 2 taon. Ngunit sa ngayon ay wala nang exempted sa pagbibigay ng 13th month pay, kahit pa ang mga employers na lubhang apektado ng nangyaring pagsasara o pagkalugi dahil sa pandemya.
7. Magkano ang dapat kong matanggap na 13th month pay? Ano ang pro-rated?
Ang kaukulang halaga na dapat matanggap ng mga empleyado para sa kanilang 13th month pay ay base sa kanilang basic pay o ang kanilang regular na kita. Pag sinabi namang pro-rated, ang pag-compute ng total na matatanggap ay base sa total na kinita ng empleyado sa mga buwan na nagtrabaho sya sa loob ng taon.
Halimbawa
EXAMPLE A (Perfect attendance, nagtrabaho ng isang buong taon)
Sahod per month = P20,000
Buwan na pumasok ang empleyado = 12 months
\begin{align*}\text{Total 13th month} &= \dfrac{\text{Sahod per month} \times \text{Buwan na pumasok}}{\text{12 months}}\\
&= \dfrac{\text{P20,000} \times \text{12 months}}{\text{12 months}} \\
&= \text{P20,000}
\end{align*}
Ang magiging 13th month pay para sa Example A ay P20,000
EXAMPLE B: PRO-RATED (Perfect attendance, hindi nagtrabaho ng buong taon)
Sahod per month = P20,000
Buwan na pumasok ang empleyado = 6 months
\begin{align*}\text{Total 13th month} &= \dfrac{\text{Sahod per month} \times \text{Buwan na pumasok}}{\text{12 months}}\\
&= \dfrac{\text{P20,000} \times \text{6 months}}{\text{12 months}} \\
&= \text{P10,000}
\end{align*}
Ang magiging 13th month pay para sa Example B ay P10,000
EXAMPLE C (may unpaid leaves, absences, deductions, nagtrabaho ng isang taon)
Sahod per month = P20,000
Buwan na pumasok ang empleyado = 12 months
Unpaid leaves, absences, deductions = P4,500
\begin{align*}
\text{Net amount} &= (\text{Sahod per month} \times \text{Buwan na pumasok})\\
&- \text{Unpaid leaves}\\
&- \text{Absences}\\
&- \text{Deductions}
\end{align*}
\begin{align*}
\text{Total 13th month} &= \dfrac{\text{Net amount}}{\text{12 months}} \\
&= \dfrac{\text{(P20,000 x 12 months)}- \text{P4,500}}{\text{12 months}} \\
&= \text{P19,625}
\end{align*}
Ang magiging 13th month pay para sa example C ay P19,625
EXAMPLE D: PRO-RATED (may unpaid leaves, absences, deductions, hindi nagtrabaho ng buong taon)
Sahod per month = P20,000
Buwan na pumasok ang empleyado = 4 months
Unpaid leaves, absences, deductions = P4,500
\begin{align*}
\text{Net amount} &= (\text{Sahod per month} \times \text{Buwan na pumasok})\\
&- \text{Unpaid leaves}\\
&- \text{Absences}\\
&- \text{Deductions}
\end{align*}
\begin{align*}
\text{Total 13th month} &= \dfrac{\text{Net amount}}{\text{12 months}} \\
&= \dfrac{\text{(P20,000 x 4 months)}- \text{P4,500}}{\text{12 months}} \\
&= \text{P6,291.67}
\end{align*}
Ang magiging 13th month pay para sa example D ay P6,291.67
EXAMPLE A (Perfect attendance, nagtrabaho ng isang buong taon)
Sahod per month = P20,000
Buwan na pumasok ang empleyado = 12 months
\begin{align*}\text{Total 13th month} &= \dfrac{\text{Sahod per month} \times \text{Buwan na pumasok}}{\text{12 months}}\\
&= \dfrac{\text{P20,000} \times \text{12 months}}{\text{12 months}} \\
&= \text{P20,000}
\end{align*}
Ang magiging 13th month pay para sa Example A ay P20,000
EXAMPLE B: PRO-RATED (Perfect attendance, hindi nagtrabaho ng buong taon)
Sahod per month = P20,000
Buwan na pumasok ang empleyado = 6 months
\begin{align*}\text{Total 13th month} &= \dfrac{\text{Sahod per month} \times \text{Buwan na pumasok}}{\text{12 months}}\\
&= \dfrac{\text{P20,000} \times \text{6 months}}{\text{12 months}} \\
&= \text{P10,000}
\end{align*}
Ang magiging 13th month pay para sa Example B ay P10,000
EXAMPLE C (may unpaid leaves, absences, deductions, nagtrabaho ng isang taon)
Sahod per month = P20,000
Buwan na pumasok ang empleyado = 12 months
Unpaid leaves, absences, deductions = P4,500
\begin{align*}
\text{Net amount} &= (\text{Sahod per month} \times \text{Buwan na pumasok})\\
&- \text{Unpaid leaves}\\
&- \text{Absences}\\
&- \text{Deductions}
\end{align*}
\begin{align*}
\text{Total 13th month} &= \dfrac{\text{Net amount}}{\text{12 months}} \\
&= \dfrac{\text{(P20,000 x 12 months)}- \text{P4,500}}{\text{12 months}} \\
&= \text{P19,625}
\end{align*}
Ang magiging 13th month pay para sa example C ay P19,625
EXAMPLE D: PRO-RATED (may unpaid leaves, absences, deductions, hindi nagtrabaho ng buong taon)
Sahod per month = P20,000
Buwan na pumasok ang empleyado = 4 months
Unpaid leaves, absences, deductions = P4,500
\begin{align*}
\text{Net amount} &= (\text{Sahod per month} \times \text{Buwan na pumasok})\\
&- \text{Unpaid leaves}\\
&- \text{Absences}\\
&- \text{Deductions}
\end{align*}
\begin{align*}
\text{Total 13th month} &= \dfrac{\text{Net amount}}{\text{12 months}} \\
&= \dfrac{\text{(P20,000 x 4 months)}- \text{P4,500}}{\text{12 months}} \\
&= \text{P6,291.67}
\end{align*}
Ang magiging 13th month pay para sa example D ay P6,291.67
8. Ako ay nagtratrabaho bilang contractual/agency-based. Makatatanggap ba ako ng 13th month pay?
Oo, basta kasama sa listahan ng nabanggit sa sagot sa question #3.
9. Hindi pa ako regular na empleyado, pero makatatanggap ba ako ng 13th month pay?
Tulad ng sagot sa question #8, oo.
10. Kasisimula ko pa lang sa trabaho ko. Qualified ba ako?
Kung ikaw ay nakapagtala na ng 1 month o higit pa na pagtratrabaho sa ilalim ng employer ay qualified ka nang makatanggap ng pro-rated na 13th month pay. Maaari itong macompute gamit ang equations sa Question #7.
11. Nagresign na ako sa trabaho ko bago magkabigayan ng 13th month pay. Makukuha ko pa ba iyon? Meron din ba akong makukuha sa bago kong employer kahit bago pa lang ako?
Required pa rin na magbigay ang ex-employer ng 13th month pay na naaayon sa naitalang buwan ng pagtratrabaho. Kadalasan ay isinasabay ito sa Final Pay. Para naman sa mga bagong empleyado, tulad ng sagot sa #10 ay makatatanggap ka ng pro-rated na 13th month pay basta naka 1 month o higit pa sa trabaho. Ang halagang dapat matanggap ay maaaring macompute gamit ang mga equation sa sagot sa Question #7.
12. Hindi ibinigay/ayaw ibigay ng employer/previous employer ang 13th month pay ko. Ano ang maaaring kong gawin?
Maaaring magfile ng complaint ang mga empleyado sa pinakamalapit na Regional Arbitration Branch ng DOLE na sumasakop sa lugar ng pinagtratrabahuhan bunga ng paglabag sa Presidential Decree No. 851. Haharap sa penalties at magbabayad ng damages sa mga apektadong empleyado ang mga employer na guilty sa paglabag sa nasabing batas.
13. Ang trabaho ko ay piece rate/pakyawan. Magkano ang dapat kong matanggap?
Tulad ng nakasaad sa Question #7, ito ay dedepende sa kinita ng empleyado. Maaaring gamitin ang mga equation na nakalista doon. Ang piece rate/pakyawan ay hindi dumedepende sa oras ng trinabaho kundi sa dami ng mga nagawa o natapos ng empleyado sa araw.
14. Kasama ba sa pagcompute ng magiging 13th month pay ang mga overtime ko?
Hindi. Bukod sa overtime, hindi rin kasama ang sick leave, maternity leave, allowances, monetary incentives/benefits, at holiday pay sa pagcompute ng 13th month pay.
Ang isinasama lamang ay ang Basic Pay at iba pang regular earnings ng empleyado.
15. Dati akong rank and file pero napromote ako sa managerial na position. May makukuha pa rin ba akong 13th month pay?
Ayon sa batas, required itong ipagkaloob sa mga Rank and File employees, ngunit nasa employer na kung magbibigay rin sila sa kanilang managerial employees. Hindi required ang employer na magbigay ng 13th month pay sa managerial.
16. Ang 13th month pay at Christmas Bonus ba ay iisa/parehas lang?
Hindi. Ang 13th month pay ay nasa batas o government-mandated, habang ang Christmas Bonus o anumang company benefits o incentives ay ang employer ang kusang nagbibigay.
16. Ang gobyerno ba ang nagbibigay ng 13th month pay?
Hindi. Nasa batas lamang ang 13th month pay ngunit ang papasan ng pagbibigay nito ay ang employer.
References
Presidential Decree No. 851, s. 1975. ‘REQUIRING ALL EMPLOYERS TO PAY THEIR EMPLOYEES A 13th-MONTH PAY.
Presidential Decree No. 851, s. 1975. ‘REQUIRING ALL EMPLOYERS TO PAY THEIR EMPLOYEES A 13th-MONTH PAY.
Department of Labor and Employment. ‘UNDERSTANDING 13TH MONTH PAY AND CHRISTMAS BONUS’.
Triple I Consulting. ‘How to Compute 13th Month Pay in the Philippines 2022’.
Omnipresent. ‘13th Month Pay in the Philippines: A Quick Guide for Employers’.
OneNetwork. ‘IT’S FINAL: 13th Month Pay Must Be Given Even By Distressed Companies Or Those That Shut Down’.
Paano maging member ng SSS ang mga kasambahay?
Q: Ako po si Steph, 33, may dalawang anak. Namasukan po ako bilang kasambahay noong medyo lumuwag na ang lockdown itong January 2022. Gusto ko pang magka-SSS, paano po ang aking gagawin?
A: Dahil sa Batas Kasambahay, karapatan mo ang maging miyembro ng SSS at magkaroon ng mga benepisyo ng isang miyembro (Tingnan ang BOX 3 para sa mga benepisyo).
Ang pag-apply para sa SSS ng mga kasambahay ay kasabay na rin ng PhilHealth (Philippine Health Insurance Corporation), at sa Pag-IBIG (Home Development Mutual Fund), sa ilalim ng isang unified system of registration and enrollment, o tinatawag na KURS (Kasambahay Unified Registration System).
Sa ilalim ng KURS ay isang form na lang ang kailangang punan para sa SSS, Philhealth, at Pag-IBIG.
BOX 1: KASAYSAYAN
Noong January 18, 2013 ay isinabatas ang Batas Kasambahay (RA No. 10361: An Act Instituting Policies for the Protection and Welfare of Domestic Workers), upang lalong pagtibayin ang layunin ng SSS na magkaroon ng protection at coverage ang mga Kasambahay, o Domestic Workers, tulad ng mga regular na empleyado. Sinumang kasambahay na tumatanggap ng sahod na di bababa sa P1,000.00 kada buwan at may edad na 60 anyos pababa ay saklaw nito.
Noong January 18, 2013 ay isinabatas ang Batas Kasambahay (RA No. 10361: An Act Instituting Policies for the Protection and Welfare of Domestic Workers), upang lalong pagtibayin ang layunin ng SSS na magkaroon ng protection at coverage ang mga Kasambahay, o Domestic Workers, tulad ng mga regular na empleyado. Sinumang kasambahay na tumatanggap ng sahod na di bababa sa P1,000.00 kada buwan at may edad na 60 anyos pababa ay saklaw nito.
May mga hakbang sa pag-apply.
STEP 1: Kumuha ng sumusunod na forms sa anumang SSS branch o service office o i-download sa mga website www.sss.gov.ph , www.philhealth.gov.ph , at www.pagibig.gov.ph .
- Kasambahay Unified Registration Form (PPS-KUR Form). Maaari rin i-click ang link na ito para sa PPS-KUR form.
Ganito ang hitsura ng form:
- Household Employer Unified Registration Form (PPS-HEUR1 Form)
- Household Employment Unified Report Form (PPS-HEUR2 Form)
STEP 2: Punan ang mga form.
- Ang PPS-KUR Form ay kailangang punan ng kasambahay
- Ang PPS-HEUR1 at PPS-HEUR2 forms naman ay para sa amo o employer.
BOX 2: SINO ANG KASAMBAHAY?
Ang mga Kasambahay o Domestic Workers ay ang mga indibidwal na gumagawa ng mga trabahong pantahanan at pinasasahod para sa pag-render ng mga ganitong services. Kasama sa mga naturang gawain ay ang paglalaba, pagluluto, paglilinis, pagiging yaya, pati na rin ang iba pang maaaring iutos ng household employer. Ang Household Employer naman ang sinumang kumukuha ng serbisyo ng mga Domestic Workers.
Ang mga Kasambahay o Domestic Workers ay ang mga indibidwal na gumagawa ng mga trabahong pantahanan at pinasasahod para sa pag-render ng mga ganitong services. Kasama sa mga naturang gawain ay ang paglalaba, pagluluto, paglilinis, pagiging yaya, pati na rin ang iba pang maaaring iutos ng household employer. Ang Household Employer naman ang sinumang kumukuha ng serbisyo ng mga Domestic Workers.
STEP 3: Ihanda ang iba pang dokumento para makapagrehistro.
Maliban sa PPS-KUR Form para sa kasambahay, kakailanganin rin ng supporting documents. Maaaring magsubmit ng isang (1) primary document, o dalawang (2) secondary document kalakip ng PPS-KUR Form.
Ang mga primary documents ay ang sumusunod:
- Birth certificate mula sa Philippine Statistics Authority (PSA, dating National Statistics Office)
- Baptismal certificate mula sa simbahan
- Driver’s license
- Passport
- Professional Regulation Commission (PRC) card
- Seaman’s book
Kung walang primary documents ay maaaring magsubmit ng dalawa (2) sa mga sumusunod na secondary documents:
- Birth or baptismal certificate of domestic workers’s child
- ATM card bearing the cardholder’s name
- ATM card and certification from the bank stating that the account number belongs to the cardholder, if name does not appear on the card
- Bank account passbook
- ID card from the local government units (ex. barangay, municipality, city)
- Marriage contract
- National Bureau of Investigation clearance
- Police clearance
- Postal ID
- School ID
- Senior citizen card
- Tax Identification Number (TIN) card
- Voter’s ID/Affidavit
- Company ID
- Sertipikasyon mula sa National Commission on Indigenous Peoples o mula sa Office of Muslim Affairs 16. Fisherman’s card mula sa Bureau of Fisheries and Aquatic Resources
- Health o medical card
- Temporary license o student permit mula sa Land Transportation Office
- Transcript of school records
PAALALA
Kailangan ang original o certified true copy ng mga documents para sa verification. Kung hindi naman makakapagsubmit ng supporting documents ay mabibigyan pa rin ng SSS number ang miyembro dahil gagamitin ito para sa remittance ng contribution at household employer’s report. Makakapag-claim lamang ang mga miyembro ng benefits at privileges kung sila ay qualified at may kumpletong documents.
Kailangan ang original o certified true copy ng mga documents para sa verification. Kung hindi naman makakapagsubmit ng supporting documents ay mabibigyan pa rin ng SSS number ang miyembro dahil gagamitin ito para sa remittance ng contribution at household employer’s report. Makakapag-claim lamang ang mga miyembro ng benefits at privileges kung sila ay qualified at may kumpletong documents.
STEP 4: Mabibigyan ang kasambahay ng SSS number, at SSS Household employer number naman para sa employer.
Kailangan ng employer na magsubmit rin ng two (2) copies ng Employment Report (SS Form R-1A) at Specimen Signature Card (SS Form L-501) na maaaring i-download sa www.sss.gov.ph.
STEP 5: Pumunta ka at ang iyong employer (o ang representative niya) sa anumang branch o service office ng SSS para makapagregister, dala ang accomplished PPS-KUR form (para sa kasambahay), supporting documents, at PPS-HEUR1 form (para sa household employer).
Kung sakaling walang kumpletong dokumento ay hindi mabibigyan ng UMID (Unified Multi-purpose Identification) card ang miyembro, at sya ay mabibigyan lamang ng “Temporary membership status”.
Kung representative lang ng amo mo ang makakasama sa pag-process, kailangan ng Letter of Authorization na may pirma ng household employer at valid ID ng representative ng amo mo.
STEP 6: Magbayad ng kontribusyon.
Magkano ang contribution na babayaran ng kasambahay at ng household employer?
Kung ang kasambahay ay sumasahod ng mas mababa pa sa P5,000 kada buwan, ang household employer ang magbabayad ng kabuuan ng contribution.
Kung P5,000 pataas kada buwan naman ay may share ang kasambahay sa pagbabayad, at ito ay ikakaltas na ng household employer sa sahod, at saka isasama sa ibabayad kasama ang employer’s share.
Ang employer ay kailangan rin magbayad ng Employees’ Compensation contribution (P10 kada buwan kung ang sahod ng kasambahay ay mababa sa P14,750, at P30 naman kung P14,750 pataas.)
BOX 3: MGA BENEPISYO
Ito ang mga SSS benefits na maaaring makuha ng mga kasambahay:
- Sickness Benefit
- Maternity Benefit
- Disability Benefit
- Retirement Benefit
- Death Benefit
- Funeral Benefit
- Benefits under the Employee’s Compensation (EC) Program
- Unemployment Benefit
PAALALA
Maaari lamang makuha ng mga miyembro ang benefits kung qualified at may kumpletong documents sa pagproseso. Ang pagkakaroon ng SSS Number ay hindi garantiya para sa pagkakaroon ng benefits.
Ito ang mga SSS benefits na maaaring makuha ng mga kasambahay:
- Sickness Benefit
- Maternity Benefit
- Disability Benefit
- Retirement Benefit
- Death Benefit
- Funeral Benefit
- Benefits under the Employee’s Compensation (EC) Program
- Unemployment Benefit
Maaari lamang makuha ng mga miyembro ang benefits kung qualified at may kumpletong documents sa pagproseso. Ang pagkakaroon ng SSS Number ay hindi garantiya para sa pagkakaroon ng benefits.
Ilang percent ang dapat na ihulog bilang contribution?
Ang bagong SSS contribution rate ay 13% ng sahod, kung saan ang 4.5% ay mula sa kasambahay, at 8.5% naman mula sa household employer. Ang monthly salary credits na pagbabasihan ng 13% ay naglalaro ngayon mula P3,000-P25,000.
Table 1. Contribution rate sa SSS
Source: SSS.
Tuwing kailan ang paghuhulog ng contribution?
Ito ay ibabase sa Household Employer ID number ayon sa schedule na ito:
Table 2. Schedule ng pagbabayad ng contribution
Source: SSS.
Mga dagdag paalala sa pagbayad
Kung sakaling ang payment deadline ay matapat ng Saturday, Sunday, or national holiday, maaring magbayad sa susunod na working day. Ang late payments ay may karampatang penalties kaya mainam na magbayad sa takdang panahon.
Ang contribution ay maaaring bayaran sa mga SSS Tellering Counters, Bank Collection Partners, and Nonbank Collection Partners.
Real-time processing na ang mga contribution kaya ito ay magrereflect agad upon payment na maaaring makita sa pamamagitan ng Electronic Contribution Collection List (e-CCL) via SSS online.
Nakadetalye ang steps para sa e-CCL sa link na ito: https://www.sssguides.com/employers-guide-creating-electronic-contribution-collection-list-e-ccl-sss/
Para sa karagdagang paglilinaw ay maaaring bumisita sa website na ito: www.sss.gov.ph.
Sources
SSS Gabay sa pagsaklaw sa mga kasambahay (bilingual).
https://www.sss.gov.ph/sss/DownloadContent?fileName=2018_GABAY_SA_KASAMABAHAY_FINAL-June28.pdf
How to register for the kasambahay unified registration system.
https://www.sssguides.com/register-kasambahay-unified-registration-system/
SSS Contribution Schedule 2022.
https://sssinquiries.com/contributions/sss-contribution-schedule-2022/
Kasambahay Unified Reg Form.
https://www.sss.gov.ph/sss/DownloadContent?fileName=SSSForm_Unified_Registration_Form_Kasambahay.pdf
Employer’s guide: creating an electronic contribution collection list (e-CCL).
https://www.sssguides.com/employers-guide-creating-electronic-contribution-collection-list-e-ccl-sss/
New contribution schedule.
https://www.sss.gov.ph/sss/DownloadContent?fileName=2021-CONTRIBUTION-SCHEDULE.pdf
Nag-freelancer ka ba dahil sa pandemya? Pros & Cons
Katakot-takot na problema ang dinulot ng Covid-19 sa buong mundo, di lang sa Pinas.
Dito, lubhang apektado ang lahat dahil sa iba’t ibang CQ (community quarantine) na bara-barang pinataw habang pinapalabas na pasaway ang mga hindi makasunod sa magulong classification ng quarantine.
Marami ang napilitang maghanap ng alternatibong pagkakakitaan, kasama na ang freelancing, na nagdulot ng mga sumusunod na positibo at negatibong epekto:
May trabaho kahit may pandemya
Nung simula pa lang ng pandemya, napansin ni Eula*, freelancer ng halos 9 years, ang biglang taas ng interes sa trabahong freelance.
Ilang linggo bago magpandemya, nagbuo siya ng isang grupo para i-share ang kanyang kaalaman at expertise sa freelancing.
Sabi niya: “The initial target was only around 20-50 heads. I didn’t expect it to balloon to around 400 once we released videos when the lockdown started.”
Nag-umpisa rin siyang tumanggap ng mga mensahe ng agam-agam dahil sa kawalang-katiyakan: Meron pa ba akong babalikang trabaho? Saan pwedeng kumita ng extra?
At syempre, dagsa ang interes ng mga nawalan ng trabaho.
Di na nag-co-commute
Dagdag dusa at parusa ang pag-commute dahil sa mga CQs. Sobrang daming naglalakad, nag-ba-bike, pumipila nang matagal para sa kokonting bumibiyahe noong pandemya para lang makapasok sa trabaho.
Iwas-Covid
Si Anne* ay isang sales representative na nag-freelance pagkatapos magkasakit.
Sabi niya: “Nagka-Covid ako nung nagka-surge at naubos ko lahat ng leaves ko. Ayaw naman akong bayaran ng kumpanya nung nag-quarantine ako dahil nga ubos na leaves ko.”
“Nung umpisa, pinayagan nila kami ng work from home (WFH) para tuloy-tuloy lang ang takbo ng trabaho. Pero nung nag-relax na ang restrictions, pinapasok na nila kami on-site. E, dun naman ako nagka-Covid -- twice. Na-stress talaga ako. Kahit na ang daming bills at babayarin, natakot ako para sa kalusugan ko at ng pamilya ko.”
Hawak ang sariling oras
Hawak ng freelancer ang sarili niyang oras at work space -- basta merong computer at stable na internet connection, OK na.
Tipid sa overhead ang kumpanya
Para sa mga kumpanya, ang ganitong set-up ay nakakatipid sa mga gastusin sa work space, equipment, internet, kuryente, maintenance, at iba pang gastusing operations.
May bagong negosyo
Umusbong din ang sari-saring manpower outsourcing platforms na nag-o-offer ng abot-kayang serbisyo. Ang tanong: Paano nila nababayaran nang tama ang kanilang mga empleyado kung napakamura ng kanilang singil?
ALAM MO BA?
- Pre-pandemic noong 2019, ika-6 sa top 10 freelance markets in the world ang Pilipinas, sabi ng Forbes, na may 35% growth rate kumpara sa 2018.
- Kabilang sa freelance work ang digitally-oriented careers tulad ng virtual assistance, customer support, social media marketing, ads management, telemarketing, appointment setting, web development, atbp. Nakadepende ang kita ng mga manggagawa sa napagkasunduan; pwedeng output-based, fixed rate, o komisyon.
- Ang Senate Bill 1469 o ang National Digital Careers Act ay minungkahi noong May 2020. Mas nakatutok ito sa “skilling, upskilling, and re-skilling” ng mga manggagawa. Wala itong partikular na mga probisyon para protektahan ang mga manggagawa na nakapaloob sa classification na ito.
Mas maliit na sahod
Naghanap ng trabahong WFH at direct hire si Anne. Pero alaws. Kaya tinuon niya ang pansin sa freelancing sa pamamagitan ng outsourcing platform, Upwork. Bilang beginner, hamon sa kanya na magkaroon ng kliyente na magbabayad nang wasto o pantayan man lang ang sweldo ng kanyang dating 9-to-5 job.
TIP: Sa mga platform na ganito, importante ang makilala ka muna para rin tumaas ang trust rating sa mga kliyente at nang makapaningil ng mas mataas na compensation.
Walang security of tenure, walang security of payment
Ang kasalukuyang assignment ni Anne ay gumawa ng content para sa kliyente niya sa social media at blogs. Sa kanilang verbal na kasunduan ng kanyang kliyente, mapupunta sa kanya ang 20% ng total monthly earnings mula sa ginawa niyang content.
Wala silang kasulatang kontrata ng kliyente. Wala pa rin silang pinag-usapan tungkol sa mode of payment. “May dalawang linggo ko na rin itong ginagawa, pero di ko pa rin alam kung paano ko kukunin ang bayad sa akin o kung magkano ito,” sabi ni Anne nang medyo nahihiya. “I haven’t built a reputation yet. Someone’s gotta start somewhere.”
Walang benefits
Tulad ni Anne, si Jona ay isa rin freelancer, bagamat mas matagal na. Nagkatrabaho siya sa pamamagitan ng isa pang outsourcing platform, Bruntwork. Nag-umpisa siya sa mga project-based jobs. Ngayon na-absorb siya (kahit di pa rin siya direct hire) bilang Customer Service Representative.
Di tulad ni Anne, may kontrata siyang tinutukoy kung ano talaga ang trabaho niya at magkano ang kikitain niya. “I got this job through an employee referral, and we have a fixed rate monthly. The client even gives us incentives aside from the monthly salary.”
Kahit mukhang mas maayos ang kalagayan ni Jona kay Anne, pareho silang walang benefits na meron ang direct hire.
Walang SSS, Philhealth, at Pag-IBIG contributions. Wala ring service incentive leaves, holiday pay, overtime pay, night differential pay, o 13th month pay.
PALAISIPAN: Ano tingin mo?
Karamihan ng outsourcing platforms ay off-shore at mukhang walang paki sa mga batas-paggawa ng bayan ng kanilang mga manggagawa.
Magkatulad ang outsourcing platforms at manpower agencies sa kanilang ginagawa: di nakukuha ng manggagawa ang dapat sa kanila at mapagsamantala ang relasyon nila sa manggagawa nila.
Bagamat global top-ranking ang Pinas sa digital career growth, hindi lang ito numbers. Kinakatawan ng statistics ang mga totoo at buhay na tao na nagsusumikap sa kabila ng napakahirap ng sitwasyon.
Panahon na para pansinin naman ng gobyerno ang mga mangggawa; huwag deadmahin.
Ang tanong: Bagamat maaaring mas makita na sulitin ang lakas-paggawa, di ba mahalaga rin ang kapakanan ng mga freelancer?
Ikaw, ano ang experience mo sa trabahong freelance? Thumbs-up ba o thumbs-down?
*Di tunay na pangalan
Sources
Senate Bill 1469. An Act Supporting the Growth and Development of Digital Careers in the Philippines
https://legacy.senate.gov.ph/lisdata/3266629527!.pdf
Angara sees growth of digital careers in PH after COVID-19
https://www.pna.gov.ph/articles/1103106
Unique gig economic situation in PH calls for nuanced approach.
https://www.manilatimes.net/2021/05/30/opinion/unique-gig-economic-situation-in-ph-calls-for-nuanced-approach/1801152
Labor Code
https://blr.dole.gov.ph/category/labor-code/
Gig Economy
https://nwpc.dole.gov.ph/wp-content/uploads/2020/10/Gig-Economy_rev.09.30.20.pdf
Bruntwork: How It Works
https://www.bruntwork.co/how-it-works/
Upwork
https://www.upwork.com/i/how-it-works/freelancer/