1. Yes. Liable for Illegal recruitment.

License issued does not relieve a recruitment agency for

Illegal recruitment.
2. No. documentary evidence is not necessary, provided that the four fold test must concur,
selection and engagement of employees, right to hire, power to dismiss, and the employer
control over his employees. In the instant case, the burden of proof to dispute such
circumstances belongs to the employer.
3. The employer-principal is responsible jointly and severally for the wages of the employees
of the contractor.
4. In order for Kc to avail the battered woman leave, she must obtain a certification from the
barangay chairman or clerk of court that an action relative to the matter is pending.
5. Shall apply to only establishments which collect service charges such as hotels and
restaurants and shall apply to all employees of covered employers regardless of their
positions, designations, employment status and the methods on which they are paid. The
services charges shall be distributed in accordance with the percentage sharing which
85% for the employee to be distributed equally and 15% for management to answer for
losses or breakages and at the discretion of the management with respect to the
distribution on its managerial employees.
6. The attendance is not compensable when the attendance is not voluntary, outside the
employee regular working hours and the employee does not performed any productive
work during such attendance.
7. The paternal live cannot be availed if he is not cohabiting with his lawful wife at the time
of the delivery or they are having de facto separation.
8. So that it will not affect the employees subsistence, I will deduct the undertime to his
accrued leave.
9. Overtime cannot be waive. Except under the provision of cww.
10.The method of computation for overtime is illegal. The computation shall be based on
Cash wage of the employee without deducting the facilities.
11.Yes, his employees is entitled for night shift differential, he employed more than 5 workers.
12.In cases of temporary or periodic shutdown or temporary cessation of work of an
establishment as when year inventory or maintenance of its machineries, the regular
holiday falling on the said period shall be compensable.
13.At least one year shall mean: not less than 12 months, whether continuous or broken,
reckoned from the date that the employee started working, including authorized absences
and paid regular holidays, or employment contract is less that 12 months, in which case
the period is considered one year.
14.Yes. The deductions are valid, provided the following conditions must concur: the
employee is responsible for the loss or damage, he was given opportunity