OPINION | Employer’s flexible work options [Amicus Curiae By Mark Ernest E. Mandap] READ:
ISRAEL ANDRADE-UNSPLASHn response to the ongoing COVID-19 pandemic, employers were constrained to adopt alternative work arrangements to continue business operations while preserving their workforce. At the height of this health crisis, employers resorted to flexible work arrangements to replace or augment their office set-up.
At the onset of the COVID-19 pandemic, one of the remedial measures adopted by the DoLE to cushion this health crisis’ economic impact was the issuance of Labor Advisory No. 17-2020, which serves as a guide for both employers and employees in the adoption ofNotably, Labor Advisory No. 17-2020 distinguished between telecommuting work arrangements and alternative work schemes. Nonetheless, the advisory prescribed the adoption of both when necessary.
On the other hand, alternative work schemes include the transfer or assignment of employees to another function or branch/outlet of the same employer, reduction of normal work days per week, job rotation, partial closure of the establishment, and other feasible work arrangements considering the needs of individual businesses. Unlike telecommuting, however, Labor Advisory No.
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