Jonathan Del Prado

  • , September 8, 2023

6 Easy Tagalog Words For Job Benefits

Tagalog Words For Job Benefits

Keen on mastering the art of negotiation for your employment contract in Tagalog ? Then, you’re in the right place! We’ve understood your needs and curated this guide to basic Tagalog words for job benefits just for you. Let’s begin!

Moving abroad for work would usually spark a wave of titillating excitement mixed with a serving of anxiety on the side, wouldn’t it? You tick off the standard checklist – accommodation, commuting options, local cuisine (who wouldn’t love a sumptuous mouthful of Adobo or Sinigang?), befriending locals, understanding the culture, and so on. But here’s the twist: your preparatory list just got a dash of extra flavor. Why not conquer the language barrier, specifically those terms that could swing your job benefits in your favor?

Just imagine you’re sitting across from your potential employer, not just comprehending their terms but actively discussing, bargaining, and agreeing on the job benefits in their own language, Tagalog. This doesn’t have to be just a daydream anymore! This article will guide you through basic Tagalog terminology that revolves around job perks.

So, ready to learn some key terms to boost your confidence for that big job chat? It’s like they say in Tagalog, kapit lang! Hold on tight because this language ride is about to take off!

Finding Work In Manila

Finding Work In The Philippines

Venturing out to foreign lands in search of greener pastures can quite be an exciting yet unnerving journey, especially when your destination of fortune is the colorful archipelago of the Philippines! The Filipino job market is abundant with opportunities waiting to be discovered by resourceful employment explorers like you.

Before diving headfirst into the bustling Filipino job market, let’s make sure your paperwork, or papeles , is in order. Expats aren’t allowed to work without a proper employment visa or a work permit, so consider this step your VIP pass to the job fair. Once you get that sorted, the next thing you need to work on is a solid cv!

The first thing you need to prepare is your resume or resyume in Tagalog. As a Filipino myself, I know firsthand how important it is that you beef up this document because this holds the key to whether you’ll be pasado (accepted) or tatanggihan (rejected).

Now, let’s talk strategy in finding that dream “ trabaho ” (job). Websites like JobStreet, Kalibrr, and LinkedIn are like treasure maps, guiding you to a plethora of job opportunities sprawled across the stunning Philippine archipelago. Trust me, you’ll find a nugget of gold that matches your unique skills and talents in these digital bazaars.

Lastly, do remember that everyone appreciates an overseas friend who tries to learn a few phrases in their language, right? It’s a testament to your respect for the local culture and shows you’re not afraid of a bit of diskarte (resourcefulness) when needed. So, start small, maybe with “Mabuhay!” (“Long live!”) or the ever-humorous “Kamusta ka? Trabaho ka na ba?” (“How are you? Are you working already?”)

Job Contracts In The Philippines

Job Contracts In The Philippines

Once you get accepted for a position, the next step is to sign the contract or kontrata where your benefits will be stated. In the Philippines, common job benefits for workers can be categorized into three primary groups: employee minimum wage and additional pays, leave benefits, and mandatory government contributions. Here’s a brief overview of each category:

  • Employee Minimum Wage and Additional Pays: The employee’s salary, or suweldo, is the regular payment made by an employer and is often reflected in the contract as a monthly figure. Other additional pays include holiday pay and overtime pay.
  • Leave Benefits: Paid leaves are a common job benefit in the Philippines, including sick leave, vacation leave, maternity leave, paternity leave, and solo parent leave. Workers are entitled to these benefits, which allow them to take paid time off from work for specific reasons. Depending on the company, you may also convert the leaves into cash benefits.
  • Mandatory Government Contributions: Employers in the Philippines must make mandatory contributions on behalf of their employees to various government agencies such as the Social Security System (SSS), Philippine Health Insurance Corporation (PhilHealth), and Home Development Mutual Fund (HDMF) or Pag-IBIG Fund. These contributions help secure workers’ social and financial security.

In terms of taxation for workers in the Philippines, employers must withhold income taxes from employees’ monthly wages. The country uses a graduated income tax system, which includes the following income brackets:

  • ₱0 to ₱250,000: 0%
  • ₱250,001 to ₱400,000: 15%
  • ₱400,001 to ₱800,000: 20%

While employers do not contribute to employees’ income taxes, they serve as withholding agents who deduct these taxes from the workers’ salaries. Additionally, fringe benefits granted to supervisory and managerial employees are subject to a 35% tax on the grossed-up monetary value of the fringe benefit.

Tagalog Words For Job Benefits

With everything considered, understanding job contracts in a different language can be as challenging as teaching a carabao to salsa. But wait! Hold onto your barongs, folks, because we’re about to embark on a fascinating trek into the lush terrain of job benefits in Tagalog!

On top of the list, we have suweldo, or ‘salary.’ It is the regular payment made by an employer—oftentimes reflected in the contract as a monthly figure. While the suweldo appears as a consolidated figure in your job contract, it’s actually comprised of diverse elements, including your basic pay, possible allowances, and additional bonuses that you might be entitled to.

This is the umbrella term for ‘benefits.’ In a job contract, you will often find a section outlining the benepisyo, apart from your basic pay. These could range from health insurance to vacation leaves or company-issued gadgets.

Who doesn’t like a little gift, especially when it comes in the form of money over the holidays? Filipinos often refer to bonuses as regalo or ‘gifts,’ but sometimes they’ll also use the English term.

While ‘bakasyon’ does mean ‘vacation’, in this context, it doesn’t imply you get to set off for the nearest white sand beach. Instead, it refers to your entitled vacation leaves when you need a breather from work or want to explore the beauty of the Philippine archipelago.

If you’re the kind who likes to forward-plan and scout out the long-term benefits offered by a company, then you might see this word. Pensiyonado refers to ‘pension,’ your long-term financial security once you retire.

Keep an eye out for the word “matrikula” or tuition reimbursement in your contract — your future self might thank you! This word signifies a fantastic benefit where your employer helps cover tuition costs. An all-expense-paid trip back to school, anyone?

Learn Tagalog With Ling

And there you have it — a comprehensive exploration of job benefits and taxes for workers in the Philippines sprinkled with a valuable dash of Tagalog vocabulary. Remember, knowledge isn’t just meant for cramming inside your cabeza. It’s a tool for making informed decisions, cracking contracts, and let’s not forget, impressing your Filipino colleagues with your suave use of their local lingo.

Hungry for more?

Oh… You’re curious, ardent, and on your way to becoming a Tagalog pro. To further satiate your thirst for the language, prepare to immerse yourself in the Ling app. It’s designed to make learning languages (yes, including that vibrant, coconuty flavor of Tagalog) as easy as enjoying halo-halo on a hot summer day.

What’s even more satisfying is you can download it for free. Yes, libre ito! The Ling app is available right at your fingertips on the App Store and Play Store ! Download it now!

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Meaning of "salary", salary •.

  • a fixed pay for regular work: suweldo, sahod, sinasahod

» synonyms and related words:

  • 1. to lift up, to put up: magtaas, itaas, pataasin
  • 2. to build, to set up: magtayo, magpatayo, ipagpatayo, itayo
  • 3. to make higher or larger: magpataas, pataasin, taasan, itaas, magpalaki, palakihin, lakhan, palakhan
  • 4. to make grow, to help to grow: magtanim, itanim, tamnan, maghalaman, halamanin, mag-alaga, alagaan
  • 5. to give a higher salary: umentuhan
  • 6. to solicit contributions, money, etc.: mangilak, ipangilak, mag-ipon, ipag-ipon
  • 7. to bring together, to gather, to organize: magtatag, itatag, magtipon, ipatipon
  • 8. to lift from the ground: bumuhat, buhatin, bumuhat, buhatin, umangat, angatin
  • 1. an increase in amount, price, etc.: ang itinaas (naparagdag) na halaga
  • 2. an increase in salary: umento, dagdag na sahod
  • 1. to give money to for things or work: magbayad, bayaran, umupa, upahan
  • 2. to give money for: magbayad, bayaran
  • 3. to give the salary of: magsuweldo, suwelduhan, magpasahod, pasahurin
  • 4. to give, to offer: magbigay, bigyan, ibigay, magukol, pag-ukulan, iukol
  • 5. to give a profit, to be worth while: magtubo, pagtubuan, magbunga, makinabang, pakinabangan
  • 1. money given for services or work: upa, suweldo, sahod
  • 2. payment for things bought: bayad, kabayaran
  • 3. in the pay of, paid by and working for: nasa paglilingkod
  • 4. to pay back means (a) to return borrowed money: magbayad ng utang (hiniram), bayaran ang utang (hiniram) (b) to give the same treatment as received: gumanti, gantihan
  • 5. to pay off, to give all the money that is owed, to pay in full: magbayad nang husto, bayaran nang husto
  • 6. to pay up, to pay: magbayad, bayaran
  • 7. to pay by installment: maghulog, hulugan
  • delivery magentrega, ientrega (mag-:i-)
  • to deliver, to hand in/over. Magentrega ka ng kaunting suweldo mo sa akin para sa iyong kinabukasan. Hand in a small portion of your salary to me so that you can have something in the future.
  • salary sumahod (-um)
  • to catch the flow of something with a receptacle, to receive a salary or wage. Sumahod ako kahapon. I got/received my pay yesterday.
  • magsahod, sahurin (mag-:-in) to catch the dripping. Sahurin mo ang tumutulong tubig sa gripo. Catch the dripping water from the faucet (in a receptacle).
  • pay, salary, wage
  • sumueldo (-um-) to receive one's pay or salary. Sumuweldo ako kahapon. I got paid yesterday. magsuweldo, isuweldo (mag-:i-)
  • to pay one's salary
  • mag-ipon, ipunin (mag-:iin) to save, to collect, to put together, to hoard. Ipunin mo ang sahod mo. Save your salary.
  • earnings, salary, wage
  • kumita, kitain (-um-:-in) to earn. Kumita siya ng malaki sa kompanya. He earned a lot at the company.
  • magkita (mag-) to meet, to see each other, to find. Nagkita sila sa sine. They saw each other at the movie.

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Definition of " salary " word Copyright © 2003 - 2016 Tagalog English Dictionary | Manila Philippines. All rights reserved.

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Average Salary in the Philippines – A Complete Guide

Average Salary in the Philippines – A Complete Guide

What better country to move to than the Philippines if you want to live and work abroad? So many people (especially from Spain, USA, China, and Malaysia) are integrating themselves into the local scene as expats in the Philippines because of the country’s distinctive culture, stunning natural areas to explore, abundance of things to do and see, expanding economy, and tropical environment.

The country’s official currency is the Philippine peso (PHP), which as of 2019-12-06, is equivalent to 0.020 US dollars (USD). When trying to create a living in the Philippines, there are a number of factors to consider, but first: What is the typical wage in the Philippines?

In this nation, salaries for salaried positions average $992.19 per month or $11,906.42 annually; hourly jobs average $5.73 per hour. These numbers represent gross salary, making an average monthly salary after taxes of $288.35. The cities of Quezon City, Manila, Davao, and Kalookan, in that order, pay the highest salaries in the nation.

In the Philippines, it might be challenging to find work, but for foreigners, it can be downright impossible. Due to heavily crowded cities, you will not only have to contend with tight immigration regulations but also fierce local rivalry. However, despite the challenges, you can work in the Philippines if you have the correct skill set and strong academic credentials.

Locating a job before relocating is preferable, so start your search early. Getting a work visa can be significantly simpler if you have a Philippine company sponsor you. This comprehensive reference to living and working in the Philippines provides current details on the local economy, the cost of living, available jobs for foreigners, and anything else you need to know about making money there. So let’s get started without further hesitation.

How Much Does an Average Person Make in Philippines?

The typical monthly salary in the Philippines for an employee is 44,600 PHP. From 11,300 PHP (the lowest average) to 199,000 PHP, these are the salaries (highest average, the actual maximum salary is higher).

The average monthly salary includes housing, transportation, and other amenities. However, the salaries for various professions vary greatly. See the salary for various job titles below if you’re curious about the pay for a particular position.

The average yearly salary for a worker in the Philippines is around 535,800 PHP, with the lowest average salary being around 136,200 PHP and the highest average salary being 2,389,200 PHP. Based on your experience, region, abilities, and gender, salaries will vary greatly. To find more information about any of these topics, continue reading below.

Here are some typical professions and their average yearly wages in the Philippines, which can help you understand salary in the Philippines even better:

·         Accountant – $7,803

·         CAD drafter – $8,945

·         Cashier – $6,767

·         Chef – $9,691

·         CEO – $25,522

·         Computer technician – $9,000

·         Creative director – $11,950

·         Developer/programmer – $10,472

·         Engineer – $10,133

·         General Manager – $20,908

·         HRM – $15,320

·         Internal auditor – $11,596

·         Nurse – $8,720

·         Project manager – $12,858

·         Receptionist – $6,370

·         Sales representative – $7,272

·         Teacher – $8,600

·         Travel agent – $9,195

·         Waitstaff – $6,587

After looking at average earnings by profession, it’s critical to remember that, in addition to other factors like educational background, professional experience, workplace location, working hours, and industry, salaries also depend on the type of employment. For example, the pay of persons employed in business and big cities is generally higher than those employed in secondary cities. Additionally, people who have higher-level jobs typically receive better salaries, perks, and work environments. On the other hand, low-skilled workers typically earn the federal minimum wage, have no job security, and frequently work long hours or in dangerous areas.

Economic Outlook

The Philippines’ economy has recovered from the Great Recession and is doing better than most of Asia. Since then, it has consistently seen tremendous development. Recent industrialization of the nation saw the main economic activity move from agriculture to industry and services. Despite having a robust economy, the nation still has significant levels of poverty and debt. But at 5.40%, unemployment is declining, which is encouraging for job hunters.

Due in part to the low cost of labor, this nation is attracting the attention of foreign investors looking to establish themselves in Asia. In addition, the Philippines has been a well-liked choice for foreigners searching for work overseas as a result of the country’s economic expansion and the presence of worldwide firms.

Distribution of Salaries in Philippines

We have thus examined the average salary in the Philippines. The distribution of salary is the following relevant data point.

Salary ranges

We already know that the average annual salary in the Philippines is between 136,200 PHP and 2,389,200 PHP. In statistics, this is referred to as the range.

The gap between the maximum and minimum values is a good measure of salary variability and can be used by employers and employees to determine how much they can anticipate pay.

Median salary

In the Philippines, the average annual wage is 578,500 PHP. In the distribution of salaries, this value sits in the middle.

Approximately 50% of the population earns less than 578,500 PHP, and 50% of the population earns more than 578,500 PHP, according to this statistic.

A strong indication that you are getting paid well is if your income exceeds the median salary. Therefore, your aim should be to grow your wages so that they are at least as high as the median salary if you are not currently earning more than that amount (which you can do by asking for a pay rise, looking for a better pay job, etc.).

Percentiles

Similar to the median wage, percentiles examine the values at the top and bottom of the distribution rather than the middle number.

25% of people in the Philippines make less than the average annual wage of 320,500 PHP, while 75% earn more than that.

25% of people earn more than 1,606,100 PHP, while 75% of people earn less than this amount.

The 25th and 75th percentile salary can be used, like the median salary, to identify which quartile you belong to, letting you know whether your pay is adequate relative to others in your field and area.

(Said amount is expressed in Philippine Pesos and converted to US Dollars)

In the Philippines, the yearly average wage was PHP 161,847.60 ($3,218).

The Philippines’ annual median wage was PHP 655,200 ($12,955). The median indicates the average of all incomes taken into account, whereas the average is calculated by dividing the total by the number of salaries taken into account.

Filipino BPO workers received an annual compensation of PHP 375,000 ($7,395) on average.

The average annual family income in the Philippines is PHP 313,000 ($6,231.27).

An average family in the National Capital Region made about PHP 460,000 ($9,157.78) per year.

Salary by Experience Level in Philippines

The amount of years of experience you have after entering a particular job is the most crucial aspect in deciding your income. Therefore, it makes sense that a larger salary would be earned with more experience.

Employees between two and five years on the job should anticipate making about 35% more money than those just starting in a junior position. This average applies to all business sectors and career paths.

The average salary rises by a further 20% for those with ten or more years of experience and another 15% for those with fifteen years or more.

Salary by Education Level in Philippines

Your education significantly impacts how much money you can make and your job experience. High levels of education are necessary for many higher-paying jobs, but how much can they boost your pay?

To determine how much more money is available at each education level, we compared the earnings of workers in the same job and career level with various levels of education.

Your location and the job path you choose will significantly impact the pay you may expect to earn depending on your degree. For example, employees with a post-secondary certificate or diploma can anticipate making about 17% more money than those who merely attended high school.

If you have a bachelor’s degree, you may likely make about 25% more money than someone who merely has a certificate or diploma. On the other hand, your salary as a professional with a master’s degree would be roughly 30% greater than that of a bachelor’s degree holder.

Employees with a Ph.D. may expect to earn about 22% more money for the same job than those with a master’s degree.

Salary compared by gender in Philippines.

Today, there should be no longer be a gender imbalance between male and female employees. Men are expected to make much less money than women in the same positions in several occupations. Male workers in the Philippines make an average salary of 557.390 PHP, while female workers make 499.90 PHP. In every profession, the average male salary is 14% greater than the average female salary.

How much is a master’s degree or MBA program in Philippines?

A master’s degree or post-graduate program like an MBA typically costs between 223,000 and 669,000 PHP and takes two years to finish in the Philippines.

As you can see above, earning a master’s degree has financial advantages, but you shouldn’t anticipate a significant salary rise until you have finished your degree.

People frequently enroll in MBA programs or other post-graduate courses to pursue higher-paying positions. So when you change jobs, you can typically anticipate earning about 10% extra money.

Several factors will determine if you opt to pursue a master’s degree. First, the statistics show that, if you can afford it, the return on investment is worthwhile and that, thanks to the income boost you would receive, you could pay back the costs in a few years.

Salary Compared by Gender in Philippines

We know there should never be a pay disparity between men and women in the present era. But sadly, there is still a large pay gap between men and women in many industries when comparing their incomes for equivalent positions.

Male employees in the Philippines make an average salary of 571,300 PHP, while female employees make 499,300 PHP.

This indicates that, across all occupations, males typically earn 14% more than women for doing the same job.

Average Pay Raise in Philippines

Employees are sometimes given a yearly salary boost in various nations to say “thank you” for their service.

A person in the Philippines receives an average salary increase of 8% every 18 months. In this instance, it is clear that there are more than the usual 12 months between average salary increases.

Using a straightforward method, we can determine the approximate annual pay boost to give the data more context:

Annual Increase = ( Increase Rate ÷ Months ) × 12

Average Salary In Manila

Manila (the National Capital Region) has developed into the hub of the Philippines’ economic expansion and foreign investment as the nation’s capital. If you know where to search, there are a variety of intriguing opportunities waiting for you in this vibrant city, which has proven to be receptive to foreign workers.

The typical salary range in this city is $160.30/month (lowest) to $5,245/month (maximum), with a median salary of $1,161/month. The average hourly rate is $6.83, with a monthly salary of $1,184.50 and a yearly salary of $14,212.81.

Given that this is the gross salary, the average monthly take-home pay will be $391 after taxes and other mandatory deductions like health insurance. The average salary is a wonderful starting point, but it doesn’t represent what every worker in this city makes. These numbers will still differ based on a person’s career, credentials, company, and industry.

Given the low cost of living, salaries in Manila may not be as high as those in Western and European nations, but they are the highest in the nation and will still allow you to live comfortably.

Manila’s Economy And Job Market

The city’s economy is fairly varied and primarily defined by manufacturing and trading a wide range of goods, including chemicals, textiles, footwear, and coconut oil. Numerous international enterprises, NGOs, and independently held businesses have headquarters here, which is regarded as the entryway to Southeast Asia. Bonifacio Global City, Ortigas Center, Alabang Business District, Makati Central Business District, Eastwood City and Binondo district (Chinatown), and Rockwell Center are only a few of the city’s financial and commercial hubs. Therefore, the most likely venues for expats to obtain employment are in these sectors or businesses.

Bonus and Incentive Rates in Philippines

How much of a bonus you get at work is another factor in your overall pay. Certain employment roles will have more excellent bonus rates and a higher likelihood of paying bonuses than others.

In general, jobs that involve more direct revenue will get bigger bonuses based on how well they achieve their revenue targets.

In the Philippines, 55% of workers said they had gotten at least one bonus during the previous 12 months. However, in the previous 12 months, 45% of respondents said they had yet to earn any bonuses.

The reported bonuses for the employees who did earn bonuses over the previous 12 months ranged from 2% to 7%.

Bonus Rates by Industry in Philippines

The chart below will give you an indication of which careers pay the most bonus.

Architecture

Business Development

Marketing / Advertising

Information Technology

Customer Service

Human Resources

Construction

Hospitality

Annual Pay Raise by Experience in Philippines

The average annual wage increase depending on employee experience level is another option. Employees with greater experience typically obtain pay raises that are more than average in this area. Again, this is because it is simpler, more cost-effective, and quicker to retain experienced people than it is to hire them.

Junior Level                       

3% – 5%

Mid-Career                        

6% – 9%

Senior Level                      

10% – 15%

Top Management                           

15% – 20%

Annual Pay Raise by Industry in Philippines for 2022

The average yearly pay raise percentages for each of the Philippines’ major industries are shown in the chart below. You’ll observe that businesses tend to offer higher annual salary hikes in larger and more lucrative industries.

Salary Comparison by City

Use the table below to look up the data for each city we looked into if you want to compare salary between different Philippine cities.

Average Salary

588,500 PHP

Cagayan de Oro

566,900 PHP

606,400 PHP

513,300 PHP

629,800 PHP

618,800 PHP

537,300 PHP

524,300 PHP

639,100 PHP

559,000 PHP

576,500 PHP

Quezon City

650,800 PHP

Government vs. Private Sector Salaries in Philippines

Another frequently asked question is whether you earn an extra salary working in the government or private sector.

Workers in the Philippines’ public sector make about 12% more salary than comparable private-sector employees.

Philippines Average Household Income

Every three years, households in the Philippines are surveyed nationally as part of the family income and expenditure survey. It offers information on all income sources and consumption levels, which in turn reveals the standard of living, income gaps, and spending habits of Filipino households. For the 2022 study, there are just preliminary findings; in contrast, the 2015 survey revealed that:

Approximately $5,237.10 was the average annual household income, whereas $4,217.14 was the average yearly household expenditure. As a result, the average yearly household savings now stands at $1,019.91.

The highest average household income was reported by households in the National Capital Region ($8,335.91), while households saw the largest increase in the Davao Region ($3,806.34 to $4,846.21).

Cost of Living in The Philippines

Living in the Philippines is often quite economical, especially when compared to Western and European nations. Additionally, it supports a variety of lifestyles. For example, a sizable population moves away on a budget; they live in cheap housing, eat cheap food, and travel via public transportation. To cover their basic necessities, a typical family leading this lifestyle needs at least $168 per month. Then there is the flip side, where you can spend the same as you did back home while accessing considerably better-living conditions. A typical family living this lifestyle will spend $300 per month on essential costs (excluding rent and mortgage payments). Here is a list of typical household costs in the Philippines:

Depending on your budget, there are several alternatives here. A smaller apartment will typically cost $162 per month in the city center and $289 per month on the outskirts, whilst a larger house (perhaps with three bedrooms) will cost $325 per month and $585 per month, respectively. If you desire something opulent, you may locate a million-dollar property on the beach for as little as $2,000 to $3,000 a month. The option of purchasing has some limitations. Make sure to compare mortgage offers if you decide to purchase on credit.

The cost of food is quite low. You can save even more of your income by buying at the wet markets, where the lowest costs are. You can spend very little or as much money as you can afford to dine out. Restaurants can be expensive, but street food is accessible for remarkably low costs. The average household will ultimately spend $125 per month on food.

Public transportation in the Philippines is efficient and comprises trains, vans, jeepneys, metros, and taxis. Depending on the distance, one-way tickets start at about $0.20, while a monthly travel pass costs, on average, $9.81. additional typical travel expenses include:

·         Taxi/km – $0.26

·         Gasoline – $1.01/litre

·         Taxi start – $0.78

Toyota Corolla (or an equivalent new car) – $22,107

Other Expenses

Clothing, household cleaning supplies, and other necessities of daily existence are typically less expensive. Even though these costs differ from person to person, the typical household should budget $100 each month for them.

Finding Employment in the Philippines

The same methods you would employ to get employment in your own country are applicable when looking for employment in this country. Some of these strategies include looking for job openings online, networking, using contacts in the business world, using recruiting agencies, and requesting an internal transfer from your current employer if they have operations in the Philippines.

Research the Top Industries

The Philippines, a recently industrialized nation, has had consistent economic growth. However, 5.11%, according to data from the Central Intelligence Agency, was the country’s unemployment rate in 2019. (CIA). Agriculture, tourism, mining and resource extraction, shipbuilding, food production, and business process outsourcing account for a sizable portion of its income. As foreign investment keeps rising, more businesses are looking for English-speaking individuals across several industries. Try to learn more about the best employers and the kinds of jobs they offer first.

For instance, if you have experience in banking, finance, marketing, or technology, you could land a job with the Metropolitan Bank and Trust Company. In addition, one of the biggest companies in the Philippines, Alliance Global Group, is also looking for qualified individuals.

Find Work in the Philippines

In the Philippines, there are a variety of ways to obtain work based on your circumstances. Your employer may be able to help if you work for an American corporation with offices abroad. If the business currently needs offices in the Philippines, find out if it intends to grow there. After that, send a letter requesting a job transfer and await a response. Reaching out to previous employers and coworkers, joining LinkedIn groups, or attending job fairs are further options.

Remember to look at the top job boards in the Philippines. Major platforms like Glassdoor, Indeed, Monster, and others are accessible worldwide. For instance, Indeed lists more than 55,000 job openings in Manila alone. Additionally, you can use the following websites:

·         JobStreet.com.ph

·         CareerJet.ph

·         Bossjob. ph

·         Mynimo.com

Meet the Legal Requirements

An expatriate is a person who resides and typically works outside of their place of citizenship or birth. The phrase is frequently used to refer to workers who have been sent on a lengthy but temporary assignment to another country, typically by their employers, to fill a specific gap or receive training in certain expertise.

Finding employment in the Philippines is merely the beginning of a new life. Prior to beginning working, you must also obtain a work permit or a visa. The Philippine Bureau of Immigration states that foreign workers require a pre-arranged employee visa (9G). You’ll need to provide a number of documents, including copies of your passport, contract of employment, clearance certificate, and more, to receive this document. Different rules apply to temporary workers.

You are free to pursue employment in a variety of different fields, including, but not limited to, finance, engineering, HR, sales, IT, customer service, and advertising. Just be aware that locals are given preference over foreigners unless there is no acceptable local candidate for the post or a foreigner has extremely coveted or developed expertise.

Some vocations necessitate obtaining a license to practice, a college degree, and necessary professional experience. Jobs in the medical industry, accountancy, engineering, and other fields are included in this. Therefore, it’s crucial for foreigners to learn about license criteria and whether their current licenses are accepted in the Philippines.

Job Opportunities for Expatriates in Philippines

In the Philippines, the service sector employs more than half of the working population. Therefore, the majority of career prospects for foreigners are also found in the construction, production, mining, tourist, and agriculture industries. Having said that, contact centers, other business outsourcing facilities, and language teaching are the most sought-after employment sectors for foreign nationals in the Philippines (particularly English).

You are free to pursue employment in a variety of different fields, including, but not limited to, finance, engineering, HR, sales, IT, customer service, and advertising. Just be aware that locals are given preference over foreigners unless there is no acceptable local candidate for the post, or a foreigner has a highly desirable or developed expertise.

Why Filipino Workers Aren’t Hurt by Low Outsourcing Salary

Employing Filipino workers is a decision that benefits both your business and the BPO company, independent contractor, or consultant that you are dealing with who is situated in the Philippines.

It enables your business to improve its financial position, provide acceptable employment and pay to workers in the Philippines, and support safe working conditions in the nation’s BPO sector.

In the Philippines, BPOs even offer an average salary that is higher than that of other industries. That is empowerment, not the slightest bit of slavery.

Lower Cost Of Living

Despite lower wages and an unfavorable exchange rate (1 USD = 50.59 PHP in May 2020), the low cost of living in the Philippines is one of the primary elements that make it possible for Filipino workers to live comfortably.

You don’t have to spend the most of your annual earnings on your daily requirements when the cost of living is lower. For example, in the Philippines, a family’s average annual expenditure is PHP 239,000 ($4,758.07), according to the Philippine Statistics Authority (PSA).

In 2018, the typical family saved about PHP 75,000 ($1,493.56), or roughly 24% of their income. This indicates that the majority of families can live comfortably and set aside 20% for savings.

As a result, businesses considering outsourcing their business processes to the Philippines shouldn’t allow any unwarranted guilt or hesitation to stand in their way.

Outsourced Salaries vs. The Minimum Wage

The minimum wage in the Philippines varies by location and ranges from PHP 290 (US$5.70) to PHP 537 (US$10.61) per day. This minimum salary is intended to meet each person’s basic requirements.

However, it’s frequently regarded as being too low to support basic needs for most people, who spend 75–80% of their salaries on just those. In contrast, the typical BPO employee makes roughly PHP 375,000 ($7,395) per year, or more than PHP 1027 ($20.31) every day.

It is obvious that most BPO employees make enough money to maintain a comfortable lifestyle when considering the gap between their average monthly compensation and the minimum wage.

Reasons Philippine Is The Ideal Location For Outsourcing

Access to skilled talent at low costs.

Most businesses aim to save expenses when outsourcing non-critical work, but not at the expense of quality, right? Fortunately, you can find highly qualified talent in the Philippines for a tiny fraction of what you would pay an American worker!

What’s best? There is an abundance of talent available for hire. The Philippines has a high literacy rate of 98.18%, contributing to the annual inflow of thousands of Bachelor’s degree holders into the labor force.

Additionally, the Philippine government’s TESDA (Technical Education and Skills Development Authority) initiative offers training for jobs in the BPO industry. All of these elements combine to create a big pool of Filipino talent that is ideal for your outsourcing requirements.

English Fluency

The language barrier plagues most overseas BPOs and makes communication extremely challenging.

For instance, they might need to speak your preferred language (often English) better, which frequently results in misunderstandings.

With the Philippines, this isn’t the case. In addition to Filipino, English is also utilized as a dominant language in the Philippines (Tagalog). As a result, one of the greatest English-speaking populations around the world is found in the Philippines. This is the key benefit of choosing the Philippines over other foreign nations as an outsourcing hub.

You won’t have trouble communicating successfully with your outsourced Filipino teams, so relax. Depending on your demands, they may also successfully manage call center jobs and other customer services.

Tax Benefits

The Philippines is one of many international nations where salaries are less expensive. But conversely, the Philippines is a far more affordable option for your BPO needs because of advantageous tax legislation!

The Philippines government has implemented a number of tax perks to promote the expanding BPO sector and make the nation a desirable location for outsourcing. One of these is the Special Economic Zones Act.

For foreign businesses, this law provides a number of tax exemptions and perks, including:

·         Local tax and permits exemptions.

·         Four-year corporate income tax exemption.

·         For foreign investors and their

respective relatives, permanent residency.

·         Imports of machinery, equipment, raw materials, etc., are tax-free.

That’s not all, though. In addition to these advantages, establishing your company with the Philippine Economic Zone Authority would also grant you access to other benefits and incentives (PEZA).

Data Security And Privacy Regulations

This is a top priority for companies considering BPO services. After all, you should give the third-party service provider access to company information and important files.

However, you may easily get rid of these concerns by outsourcing to the Philippines. This is because the Philippine government has passed stringent laws like the Data Privacy Act to protect the security of its outsourcing business.

According to the Data Privacy Act, anyone who violates privacy laws might be sentenced and pay a hefty fine of $20,000 to $100,000. However, your data is kept secure from falling into the wrong hands, thanks to the strict rules that are in place.

How does the $500 monthly average income in the Philippines function?

The Philippines has one of the lowest living expenses among its neighbors. So let’s compare the everyday living expenses of an average Filipino family to what they require.

How much a Filipino family needs

Based on the Philippine Statistics Authority (PSA), a family of five requires at least US$210 per month, or PHP 10,481, to cover their most basic food and non-food needs.

This indicates that considering their low average pay, the ordinary Filipino family may be able to live comfortably on US$500 per month.

How much a Filpino family spends

Another PSA survey from 2015 found that an average Filipino household spends USD 4,150 annually or USD 345 per month.

Comparatively, the country’s minimum wage is greater than USD 9 per day or approximately USD 207 for a 21-day work month, which is insufficient compared to the typical yearly family spending.

What this means

The everyday needs and actual spending vary significantly, as seen in these statistics, but the underlying fact is that the minimum wage in the Philippines is insufficient, especially for a family with just one wage earner.

In many households, one parent earns the family’s living while the other—typically the wife—remains at home to take care of the home and children.

It should be noted that the great majority of accessible employment in the BPO sector pay over the minimum wage and offer workers advantages like health insurance and a variety of compensations.

A career in the business provides a solid starting wage that is sufficient to provide employees peace of mind, enable them to save money for unexpected expenses and investments, and allow them to engage in hobbies and other interests.

Factors that make a $500/month salary work for Filipinos

Although a monthly salary of $500 may not seem like much, many workers, particularly those in the BPO sector, may live comfortably on that amount.

Employers, especially foreign investors, can offer this average compensation for a variety of reasons. However, here are the main reasons why many Filipinos consider $500 a respectable average salary.

A strong sense of family

In general, there is a strong sense of family and community in the Philippines. Examples of this are the number of Philippine holidays, regional and municipal celebrations, and the 13th-month bonus that all employees must receive (paid immediately before Christmas)

Most Filipinos are expected to support the rest of the family when they graduate and look after their parents once they retire. A monthly wage of $500 can assist them in meeting their personal needs and support their families.

A person’s importance on their family is very important in the business. Therefore, most employees are motivated to stay on the job and do an excellent job by the desire to reduce their family’s financial burden.

large annual intake of young employees

Filipino students look for salaried jobs after graduating to provide for their families.

This guarantees an infusion of roughly 750,000 recent graduates each year who are eager to enter the workforce. A large number of them have training in communication and information technology.

The national government has consistently pushed universities and colleges to offer Bachelor’s degree programs that will educate students for a career in BPO, working in tandem with stakeholders in the BPO business and educational institutions.

Several educational institutions also provide affordable short-term courses for people who desire to work in the business but lack the funds to obtain a 4- or 5-year college degree.

Every year at the end of the academic year, many certificate holders and graduates with Bachelor’s degrees submit applications to BPO firms, especially those headquartered in urban areas.

Companies may be able to pay an average compensation of $500 US per employee and expand their teams more effectively thanks to the country’s annual abundance of new and highly trained personnel and the low cost of living there.

Fear of poverty

The Philippines is no different from other developing nations in that it has widespread poverty on its soil. It’s a major issue that about 10 million families in the nation believe themselves to be poor.

The Filipino workforce puts in a lot of effort despite this or perhaps because of it. They work hard to live comfortably, care for their families, and provide their siblings the opportunity to improve their life.

Of course, there are also motivated workers who want to develop in their careers and be acknowledged for their abilities. These employees upgrade their skills by pursuing a master’s degree, obtaining a license, or enrolling in short courses.

When they willingly accept the workload that has been assigned to them without grumbling or being snarky, this mindset is at work. Even when the work is difficult, tiresome, or frustrating, they remain focused on the end goal. This is true for many outsourced company activities, such as customer or technical assistance.

A monthly salary of $500 is NOT considered slavery for BPO employees.

A Filipino employee’s monthly salary of $500 US is not considered slavery. So naturally, depending on the task at hand, it can be a reasonably respectable sum that is enough to provide an excellent way of life and afford more than a family’s basic needs.

This is a far cry from the monthly minimum salary of US $ 308, which some claim may need more to feed a family well while still paying for rent, utilities, transportation, school, and other costs in the same time frame.

The extra funds that is left over after paying for expenses might be saved up in an account. Even better, it can be utilized to advance the employee’s education, making them a more valuable asset to the business and giving them a better opportunity to enhance their lives.

The Philippines is the best alternative to meet your BPO demands because of the cheaper average salary.

Your business operations can continue to run well if you outsource work to the Philippines or work there. However, please be aware that the figures above represent the national average salary in the Philippines and may vary by industry.

Which Filipinos earn a good salary?

Filipino workers typically earn roughly 45 600 PHP ($931.16) per month, which is regarded as a decent salary. However, their average salary was 190,000 PHP ($454.29), with their highest average salary being 11.390 PHP.

What was the Philippines’ average salary in 2020?

By 2020, the average monthly wage in the Philippines will rise to a high of $12,500.00 USD.

How much salary is required to live effectively in the Philippines?

Your expenses vary based on where in the nation you reside, the lifestyle you choose, and the amount of labor you put in. Around $400 is the minimum amount of money that one can comfortably have. There should be plenty for 200 people. Luxury lifestyles, however, cost between $1000 and $1500.

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Labor Law PH

Wages, Salaries, Remuneration

1. legal basis, art. 97. definitions. – (f) “wage” paid to any employee shall mean the remuneration or earnings, however designated, capable of being expressed in terms of money, whether fixed or ascertained on a time, task, piece, or commission basis, or other method of calculating the same, which is payable by an employer to an employee under a written or unwritten contract of employment for work done or to be done, or for services rendered or to be rendered and includes the fair and reasonable value, as determined by the secretary of labor and employment, of board, lodging, or other facilities customarily furnished by the employer to the employee. “fair and reasonable value” shall not include any profit to the employer, or to any person affiliated with the employer. (p.d. 442, title ii – wages, book three, labor code), a. concepts.

Wage – See above.

2. Payment of Wages

The following are the rules on paying wages.

a. Forms of Payment

Art. 102. forms of payment. – no employer shall pay the wages of an employee by means of promissory notes, vouchers, coupons, tokens, tickets, chits, or any object other than legal tender, even when expressly requested by the employee., payment of wages by check or money order shall be allowed when such manner of payment is customary on the date of effectivity of this code, or is necessary because of special circumstances as specified in appropriate regulations to be issued by the secretary of labor and employment or as stipulated in a collective bargaining agreement. (p.d. 442, labor code), 1) legal tender.

The article prohibits the payment of wages other than legal tender.

For avoidance of doubt and clarity, employers should only pay money to their employees.

Thus, employers cannot substitute monetary payment with other forms such as promissory notes, vouchers, coupons, tokens, tickets, chits, or similar thereto.

There have been previous reports of employers who resort to paying via meals and snacks. This is also prohibited.

The law is very clear – in black and white – that wages should only be paid in money.

2) Bank check

Employers are allowed to pay via bank checks.

However, it should be noted that bank checks are only considered legal tender when they can be enchased or deposited. Otherwise, if they bounce or amount in insufficient to cover a check, then the bank check is only a piece of paper.

3) ATM payroll

Employers are also allowed pay via ATM payroll through the employee’s personal/private bank account.

b. Time of Payment

Art. 103. time of payment. – wages shall be paid at least once every two (2) weeks or twice a month at intervals not exceeding sixteen (16) days. if on account of force majeure or circumstances beyond the employer’s control, payment of wages on or within the time herein provided cannot be made, the employer shall pay the wages immediately after such force majeure or circumstances have ceased. no employer shall make payment with less frequency than once a month., the payment of wages of employees engaged to perform a task which cannot be completed in two (2) weeks shall be subject to the following conditions, in the absence of a collective bargaining agreement or arbitration award:, 1. that payments are made at intervals not exceeding sixteen (16) days, in proportion to the amount of work completed;, 2. that final settlement is made upon completion of the work. (p.d. 442, labor code), 1) bi-monthly: 16-day gap.

Wages are required to be paid every two (2) weeks or twice a month.

The gap between one pay from next should not exceed sixteen (16) calendar days.

There is no legal requirement for an employer to pay on the 15 th or end of the month. Thus, the employer may choose whichever days of the month to pay. Thus, depending on whatever is more practical or convenient, some businesses pay on the 5 th and 20 th , 10 th and end of the month, and so on.

a) Task that cannot be completed in 2 weeks

For tasks which cannot be completed in two (2) weeks, and in the absence of a collective bargaining agreement or arbitration award, payment of wages shall observe the following rules:

1) That payments are made at intervals not exceeding sixteen (16) days, in proportion to the amount of work completed;

2) That final settlement is made upon completion of the work.

NB: While unclear as to what circumstances is contemplated herein, it appears that this provision may apply to non-regular employees whose employment period may fall short of completing the two-week cycle. For example, after the last pay cycle, a project employee may just work for 5 days to complete the project. If that is the case, then the above rules will apply.

b) Monthly pay: prohibited

As provided in Article 103 of the Labor Code, monthly pay or once a month payment is prohibited.

In other jurisdictions or countries, monthly pay is acceptable. However, in the Philippines, it is not allowed.

b) Weekly pay

There is nothing prohibiting the employer from paying weekly wages. Further, weekly wages is in favor of the employees. Hence, an employer may choose to pay the employee weekly.

2) Force majeure

Under Article 1174 of the New Civil Code, force majeure refers to those extraordinary events that “could not be foreseen, or which, though foreseen, were inevitable.” ( Awayan v. Sulu Resources Development Corporation , G.R. No. 200474, November 09, 2020, Per Leonen, J. )

Force majeure involves fortuitous events such storm, typhoon, earthquake, fire, and other calamities, as well as man-made acts such as theft, robbery, arson, and so on.

If a force majeure happens and beyond the control of the employer, the payment of wages shall be “immediately after such force majeure or circumstances have ceased.” Otherwise stated, after the passing or happening of the force majeure , the employer should take active measures to ensure payment of the wages the soonest.

c. Place of Payment

Art. 104. place of payment.  – payment of wages shall be made at or near the place of undertaking, except as otherwise provided by such regulations as the secretary of labor and employment may prescribe under conditions to ensure greater protection of wages. (p.d. 442, labor code), 1) near place of undertaking.

The Labor Code was a passed in 1972. During that time, payment was made in cash or via bank checks. It would be very difficult for employees who worked at a field office or factory to go to the main office just to receive their wages. Thus, this provision ensured that payment of wages should only be made “at or near the place of undertaking.” Thus, employers have supervisors go around field workplaces during payday to ensure that employees get paid.

Nowadays, if an employer uses ATM payroll available, then there will no longer be the need for any processing of wages at the office as wages will be credited to the bank account of the employees.

d. Direct Payment of Wages

Art. 105. direct payment of wages. – wages shall be paid directly to the workers to whom they are due, except:, (a) in cases of force majeure rendering such payment impossible or under other special circumstances to be determined by the secretary of labor and employment in appropriate  regulations, in which case, the worker may be paid through another person under written  authority given by the worker for the purpose; or, (b) where the worker has died, in which case, the employer may pay the wages of the  deceased worker to the heirs of the latter without the necessity of intestate proceedings. the  claimants, if they are all of age, shall execute an affidavit attesting to their relationship to the  deceased and the fact that they are his heirs, to the exclusion of all other persons. if any of the heirs is a minor, the affidavit shall be executed on his behalf by his natural guardian or next-of-kin. the affidavit shall be presented to the employer who shall make payment through the secretary of labor and employment or his representative. the representative of the secretary of labor and employment shall act as referee in dividing the amount paid among the heirs. the payment of wages under this article shall absolve the employer of any further liability with respect to the amount paid. (p.d. 442, labor code), 1) direct payment to employees.

Wages should only be paid to the employees.

The purpose of this legal provision is to prohibit the employer from paying any other person, such as the employee’s wife, mother, father, or creditor. Whatever the employee may owe to another person (e.g. debt, support, etc.), this is private and personal to the employee. The employer has no business with it.

However, there are exceptions as to when the employer is allowed to pay someone other than the employee, to wit:

1) Through authorized representative of the employee during force majeure ; and

2) Heirs of the employee who died.

a) During force majeure

If there is a force majeure (e.g. calamity) and it renders payment impossible, wages may be paid via an authorized person who should have a written authority duly signed by the worker.

As Article 105(a) of the Labor Code simply states “written authority”, a handwritten letter will suffice. Thus, it is NOT necessary that the written authority be via a notarized special power of attorney (SPA).

b) Heirs of the employee who died

If an employee dies, wages may be paid to the heirs of the deceased employee without the necessity of intestate proceedings.

However, if there are several claimants and they are all of legal age, they will be required to execute an affidavit attesting to their relationship to the deceased that the fact that they are his heirs, to the exclusion of all other persons. If it so happens that there is a minor among the claimants, then the affidavit shall be signed/executed on behalf of the minor by the natural guardian or next-of-kin.

This affidavit shall be submitted to the employer who will make payment via the DOLE Secretary or his/her representative (e.g. DOLE Regional Director). By doing so, the employer is absolved of any further liability.

It is the DOLE Secretary or his/her representative which shall act as referee in terms of dividing the amount paid among the heirs.

e. Payment by Results

Art. 101. payment by results. – (a) the secretary of labor and employment shall regulate the payment of wages by results, including pakyao , piecework, and other non-time work, in order to ensure the payment of fair and reasonable wage rates, preferably through time and motion studies or in consultation with representatives of workers’ and employers’ organizations. (p.d. 442, labor code), 1) time and motion studies.

The DOLE Secretary is empowered in issuing regulations for situations calling for payment by results, such as pakyao , piecework, and other non-time work. This may be done via time and motion studies wherein the work being done will be studied in order to determine what would be the average number of outputs/results that an average worker will be able to do in a given time, particularly in an 8-hour workday. Once determined, the outputs will be quantified to determine payment for each output.

3. Prohibitions regarding Wages

A. non-diminution of benefits.

Principle of non-diminution of benefits – refers to the prohibition against employers from eliminating or reducing the benefits received by their employees. (See Wesleyan University-Philippines v. WUPF, G.R. No. 181806, 12 March 2014)

See related:

• Non-Diminution of Benefits

b. Non-Interference in Disposal of Wages

Art. 112. non-interference in disposal of wages. – no employer shall limit or otherwise interfere with the freedom of any employee to dispose of his wages. he shall not in any manner force, compel, or oblige his employees to purchase merchandise, commodities or other property from any other person, or otherwise make use of any store or services of such employer or any other person. (p.d. 442, labor code), 1) non-interference.

Employers are expressly and categorically prohibited from interfering with the right and freedom of the employees to dispose of their wages.

The above provision is targeting employers who force or intimidate employees into using their wages to buy something that will benefit the employers, such as purchasing the merchandise, commodities, or other property owned by the employers.

c. Wage Deduction

Art. 113. wage deduction. – no employer, in his own behalf or in behalf of any person, shall make any deduction from the wages of his employees, except:, (a) in cases where the worker is insured with his consent by the employer, and the deduction is to recompense the employer for the amount paid by him as premium on the insurance;, (b) for union dues, in cases where the right of the worker or his union to check-off has been recognized by the employer or authorized in writing by the individual worker concerned; and, (c) in cases where the employer is authorized by law or regulations issued by the secretary of labor and employment., no employer, in his own behalf or in behalf of any person, shall make any deduction from the wages of his employees, except:, (c) in cases where the employer is authorized by law or regulations issued by the secretary of labor and employment. (p.d. 442, labor code), 1) wage deduction.

Wage deduction is prohibited.

The following are the limited exceptions as to when an employer may be authorized or justified in deducting employee wages:

1) Premium for insurance. In cases where the worker is insured with his consent by the employer, and the deduction is to recompense the employer for the amount paid by him as premium on the insurance;

2) Union dues. For union dues, in cases where the right of the worker or his union to check-off has been recognized by the employer or authorized in writing by the individual worker concerned;

3) SSS employee-share Contributions. SSS law and regulations mandate the employer to withhold SSS employee-share contributions from the employee’s wages;

4) PhilHealth employee-share Contributions. PhilHealth law and regulations mandate the employer to withhold SSS employee-share contributions from the employee’s wages;

5) HDMF/Pag-IBIG employee-share contributions. HDMF/Pag-IBIG law and regulations mandate the employer to withhold SSS employee-share contributions from the employee’s wages;

6) ECC employee-share contributions. The Labor Code mandates the employer to withhold SSS employee-share contributions from the employee’s wages ( NB: ECC contributions are collected and tacked into the SSS contributions.);

7) Applicable Taxes. Tax laws mandate the employer to withhold applicable taxes against the employee’s wages;

8) Loan payments. If duly authorized in writing, the employer may apply a portion of the employee’s wages to outstanding debts ( NB: The employees should still be able to receive sufficient amount after deductions to be able to pay for living expenses.); and

9) As may be prescribed by DOLE Regulations.

d. Deposits for Loss or Damage

Art. 114. deposits for loss or damage. – no employer shall require his worker to make deposits from which deductions shall be made for the reimbursement of loss of or damage to tools, materials, or equipment supplied by the employer, except when the employer is engaged in such trades, occupations or business where the practice of making deductions or requiring deposits is a recognized one, or is necessary or desirable as determined by the secretary of labor and employment in appropriate rules and regulations. (p.d. 442, labor code), 1) deposits.

Employers are prohibited from requiring deposits from which deductions shall be made for loss or damage to tools, materials or equipment supply by the employer.

a) Exception: Authorized by law or DOLE Regulations

Article 114 of the Labor Code prohibits an employer from requiting his employees to file a cash bond or to make deposits, subject to certain exceptions. ( Dentech Manufacturing Corporation v. Ledesma , G.R. No. 81477, April 19, 1989, Per Gancayco, J. )

Thus, by way of exception, if authorized by law or DOLE Regulation allows it, an employer may be authorized to require deposits if the employer is engaged in such trades, occupations or business where the practice of making deductions or requiring deposits is a recognized one, or is necessary or desirable.

Niña Jewelry Manufacturing of Metal Arts, Inc. v. Montecillo , G.R. No. 188169, November 28, 2011, Per Reyes, J. :

• [The Company] should first establish that the making of deductions from the salaries is authorized by law, or regulations issued by the Secretary of Labor. Further, the posting of cash bonds should be proven as a recognized practice in the jewelry manufacturing business, or alternatively, the petitioners should seek for the determination by the Secretary of Labor through the issuance of appropriate rules and regulations that the policy the former seeks to implement is necessary or desirable in the conduct of business. [The Company] failed in this respect. It bears stressing that without proofs that requiring deposits and effecting deductions are recognized practices, or without securing the Secretary of Labor’s determination of the necessity or desirability of the same, the imposition of new policies relative to deductions and deposits can be made subject to abuse by the employers. This is not what the law intends.

• For a case digest, see: Niña Jewelry Manufacturing of Metal Arts, Inc. v. Montecillo (2011)

Bluer than Blue Joint Ventures Company v. Estban , G.R. No. 192582, April 7, 2014, Per Reyes, J. :

• In this case, the petitioner failed to sufficiently establish that Esteban was responsible for the negative variance it had in its sales for the year 2005 to 2006 and that Esteban was given the opportunity to show cause the deduction from her last salary should not be made. The Court cannot accept the petitioner’s statement that it is the practice in the retail industry to deduct variances from an employee’s salary, without more.

2) Loss or damage to employer’s equipment

• [Article 114] provides the rule on deposits for loss or damage to tools, materials or equipments supplied by the employer. Clearly, the same does not apply to or permit deposits to defray any deficiency which the taxi driver may incur in the remittance of his “boundary.” ( Five J Taxi v. NLRC , G.R. No. 111474, August 22, 1994, Per Regalado, J. )

• For a case digest, see: Five J Taxi v. NLRC (1994)

3) Limitations

Art. 115. limitations. – no deduction from the deposits of an employee for the actual amount of the loss or damage shall be made unless the employee has been heard thereon, and his responsibility has been clearly shown. (p.d. 442, labor code), a) aligns with due process.

This requirement of hearing first the employee aligns with due process.

It is important to hear the side of the employee as there might be a valid cause or reason for the loss or damage, such as a force majeure or fault that is not attributable to the employee.

f. Wage withholding and kickbacks

Art. 116. withholding of wages and kickbacks prohibited. – it shall be unlawful for any person, directly or indirectly, to withhold any amount from the wages of a worker or induce him to give up any part of his wages by force, stealth, intimidation, threat or by any other means whatsoever without the worker’s consent. (p.d. 442, labor code).

Wage withholding and/or kickbacks is prohibited.

The employees should receive what is owing to them, free from any deduction, regardless of whether the employee has been induced to give up a portion of his pay, whether by force, stealth, intimidation, threat or by any other means whatsoever.

While the provision allows wage withholding if there is consent on the worker, this should be strictly interpreted as to mean that the consent is freely, willingly, and voluntarily given. Any color of bad faith on the part of the employer will render such consent invalid.

g. Deduction to Ensure Employment

Art. 117. deduction to ensure employment. – it shall be unlawful to make any deduction from the wages of any employee for the benefit of the employer or his representative or intermediary as consideration of a promise of employment or retention in employment. (p.d. 442, labor code).

Employers or its representatives or intermediaries, are prohibited from deducting the wages of the employees in consideration of a promise of employment or retention in employment.

h. Retaliatory Measures

Art. 118. retaliatory measures. – it shall be unlawful for an employer to refuse to pay or reduce the wages and benefits, discharge or in any manner discriminate against any employee who has filed any complaint or instituted any proceeding under this title or has testified or is about to testify in such proceedings. (p.d. 442, labor code).

If an employee has filed a labor complaint or has testified or is about to testify in such proceedings, employers are prohibited from retaliating, such as by refusing or reducing wages and benefits, discharging or terminating employment, or in any manner discriminate against the concerned employees.

i. False Reporting

Art. 119. false reporting. – it shall be unlawful for any person to make any statement, report, or record filed or kept pursuant to the provisions of this code knowing such statement, report or record to be false in any material respect. (p.d. 442, labor code).

False reporting is prohibited.

Per DOLE Labor Advisory No. 4, Series of 2023, all private establishments are required to submit an annua establishment report covering employees who are below managerial level, including learners, apprentices, and disabled/handicapped workers.

NB: While Article 119 of the Labor Code is found under Title II on Wages, this prohibition may also apply to other reports not necessarily connected to wages.

4. Worker Preference in Case of Bankruptcy

Art. 110. worker preference in case of bankruptcy. – in the event of bankruptcy or liquidation of an employer’s business, his workers shall enjoy first preference as regards their wages and other monetary claims, any provisions of law to the contrary notwithstanding. such unpaid wages and monetary claims shall be paid in full before claims of the government and other creditors may be paid. (p.d. 442, labor code), sec. 10. payment of wages in case of bankruptcy. — unpaid wages earned by the employees before the declaration of bankruptcy or judicial liquidation of the employer’s business shall be given first preference and shall be paid in full before other creditors may establish any claim to a share in the assets of the employer. (rule viii, book iii, of the revised rules and regulations implementing the labor code), 1) article 110 of the labor code read together with civil code.

Because of its impact on the entire system of credit, Article 110 of the Labor Code cannot be viewed in isolation but must be read in relation to the Civil Code scheme on classification and preference of credits. ( DBP v. NLRC , En Banc , G.R. Nos. 82763-64, March 19, 1990, Per Melencio-Herrera, J. )

1) Preference of credit

A preference of credit bestows upon the preferred creditor an advantage of having his credit satisfied first ahead of other claims which may be established against the debtor. Logically, it becomes material only when the properties and assets of the debtors are insufficient to pay his debts in full; for if the debtor is amply able to pay his various creditors in full, how can the necessity exist to determine which of his creditors shall be paid first or whether they shall be paid out of the proceeds of the sale (of) the debtor’s specific property. Indubitably, the preferential right of credit attains significance only after the properties of the debtor have been inventoried and liquidated, and the claims held by his various creditors have been established. ( DBP v. Secretary of Labor , G.R. No. 79351, 28 November 1989, Per Cortes, J. )

a) Versus a lien

A distinction should be made between a preference of credit and a lien. A preference applies only to claims which do not attach to specific properties. A lien creates a charge on a particular property. The right of first preference as regards unpaid wages recognized by Article 110 does not constitute a lien on the property of the insolvent debtor in favor of workers. It is but a preference of credit in their favor, a preference in application. It is a method adopted to determine and specify the order in which credits should be paid in the final distribution of the proceeds of the insolvent’s assets. It is a right to a first preference in the discharge of the funds of the judgment debtor. ( DBP v. NLRC [1990] , supra .)

2) Required: Declaration of bankruptcy or Judicial liquidation

[A] declaration of bankruptcy or a judicial liquidation must be present before the worker’s preference may be enforced. Thus, Article 110 of the Labor Code and its implementing rule cannot be invoked by the respondents in this case absent a formal declaration of bankruptcy or a liquidation order. ( DBP v. Santos , G.R. No. 78261-62, March 8, 1989, Per Guttierez, Jr., J. )

a) Rationale

In this jurisdiction, bankruptcy, insolvency and general judicial liquidation proceedings provide the only proper venue for the enforcement of a creditor’s preferential right such as that established in Article 110 of the Labor Code, for these are in rem proceedings binding against the whole world where all persons having any interest in the assets of the debtor are given the opportunity to establish their respective credits. ( DBP v. Secretary of Labor [1989] , supra .)

Insolvency proceedings… are both proceedings in rem which are binding against the whole world. All persons having interest in the subject matter involved, whether they were notified or not, are equally bound. Consequently, a liquidation of similar import or ‘other equivalent general liquidation must also necessarily be a proceeding in rem so that all interested persons whether known to the parties or not may be bound by such proceeding. ( Philippine Savings Bank v. Lantin , G.R. No. L-33929, September 2, 1983, Per Guttierez, Jr., J. )

The claims of all creditors whether preferred or non-preferred, the identification of the preferred ones and the totality of the employer’s asset should be brought into the picture. There can then be an authoritative, fair, and binding adjudication instead of the piece meal settlement which would result from [a single case – e.g. labor case]. ( DBP v. NLRC , G.R. No. 108031, March 1, 1995, Per Bellosillo, J. )

In the event of insolvency, a principal objective should be to effect an equitable distribution of the insolvents property among his creditors. To accomplish this there must first be some proceeding where notice to all of the insolvent’s creditors may be given and where the claims of preferred creditors may be bindingly adjudicated. ( DBP v. NLRC [1990] , supra .)

3) Ordinary preferred credits

Article 110 of the Labor Code does not purport to create a lien in favor of workers or employees for unpaid wages either upon all of the properties or upon any particular property owned by their employer. Claims for unpaid wages do not therefore fall at all within the category of specially preferred claims established under Articles 2241 and 2242 of the Civil Code, except to the extent that such complaints for unpaid wages are already covered by Article 2241, number 6: “claims for laborers wages, on the goods manufactured or the work done;” or by Article 2242, number 3: “claims of laborers and other workers engaged in the construction, reconstruction or repair of buildings, canals and other works, upon said buildings, canals and other works, upon said buildings, canals and other works.” To the extent that claims for unpaid wages fall outside the scope of Article 2241, number 6 and 2242, number 3, they would come within the ambit of the category of ordinary preferred credits under Article 2244. ( Republic v. Peralta , En Banc , G.R. No. L-56568, May 20, 1987, Per Feliciano, J. )

⦁ Book III, Presidential Decree No. 442, a.k.a. Labor Code of the Philippines

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Salary Grade 2023: Complete Guide to Government Employee’s Income

Salary Grade 2023: Complete Guide to Government Employee’s Income

Wondering how government compensation works? In this guide, you’ll learn about the salary grade table and how it determines a government employee’s monthly salary.

Related: How to Apply for Government Jobs in the Philippines: An Ultimate Guide

Table of Contents

At a glance: salary grade table 2023, what is the salary grade.

A salary grade (SG) is a number that defines the amount of monthly payment/income that a government employee receives. Salary grades in the Philippine government run from 1 to 33, with 33 receiving the highest pay.

Each government position is assigned a salary grade based on its difficulty level and range of responsibilities. The higher the number, the more complex and broader the responsibilities’ scope. Thus, those with a higher salary grade receive higher pay than others.

What Is the Salary Step?

Each salary grade consists of eight steps (except for SG 33, with only two steps) that correspond to the basic salary of an employee based on how long he/she has served in a particular position.

Regardless of salary grade, all newly hired government employees start at Step 1, the MINIMUM pay rate. After every three years of continuous satisfactory service in their current positions, employees move to the next salary step indicating their increased salary.

A Notice of Step Increment is issued to the concerned employees for every salary increase.

This continues until they reach step 8, the final and maximum rate within a salary grade.

This means government employees get a raise every three years (as long as they perform well at work) without moving out of their salary grade.

Salary Grades of Different Government Positions

1. constitutional officials/executive category.

These elected or appointed officials hold the highest positions in the government and are thus assigned the highest salary grades.

As the country’s highest-ranking government official, the President of the Philippines has the highest salary grade of 33.

Here are the salary grades of top government officials in the Philippines:

2. Professional Supervisory

Government employees with a management role in their respective organizations are assigned salary grades 9 to 33. Their jobs require extensive technical knowledge and a bachelor’s degree or higher.

Examples of positions in the professional supervisory category are Senior Vice President, Director II, Elementary School Principal I, and Engineer IV.

3. Professional Non-Supervisory

Positions that require the practice of a specific profession or thorough knowledge of the arts or sciences are assigned salary grades 8 to 30. Government employees with such positions are graduates of a four-year course.

Examples of positions in the professional non-supervisory category are University Professor, Teacher I, Chemist I, Statistician I, Tourist Receptionist I, and Municipal Treasurer.

4. Sub-Professional Supervisory

Employees who supervise workers performing manual, clerical, or technical jobs are assigned salary grades 4 to 18. Their positions require secondary education, vocational education, or completion of up to two years in college.

Examples of positions in the sub-professional supervisory category are Electrician Foreman, Chief Bookbinder, and Bookbinder IV.

5. Sub-Professional Non-Supervisory

Workers who perform manual, repetitive, or routine work and are elementary/high school/vocational graduates or college undergraduates are assigned salary grades 1 to 10.

Examples of positions in the sub-professional non-supervisory category are Staff Aide, Draftsman I, Administrative Aide III, and Dental Aide.

The Salary Standardization Law of 2019

What is the salary standardization law of 2019.

The Salary Standardization Law (SSL) of 2019 1 grants yearly salary increases and additional benefits to government employees in the Philippines from January 1, 2020, until 2023. It includes the basic pay per salary grade and step, allowances, benefits, and performance-based incentives.

Also called the Salary Standardization Law V, the SSL is the fifth law that imposes salary increases for government workers.

This law makes salaries for all government employees standardized across all agencies. By doing so, the government hopes to promote excellence, efficiency, and accountability among its employees.

Also, the standardized compensation system in the government eliminates the need for employees to negotiate salaries with HR or their superiors.

Related: How to Compute Your Income Tax Using the New BIR Tax Rate Table

Who Is Covered by the Salary Increase?

Pay hikes under the Salary Standardization Law apply to all civilian government workers with regular, contractual, or casual status —whether full-time or part-time—in the following offices:

  • Executive, legislative, and judicial branches;
  • Constitutional Commissions and other Constitutional Offices;
  • Government-owned and controlled corporations (GOCCs) not covered by Republic Act 10149

Who Is Exempted From the SSL?

Although they’re part of the Philippine government, these groups are NOT covered by the salary increases mandated by the Salary Standardization Law:

  • Military and uniformed personnel, including Police Officer I in the PNP , Private in the Department of National Defense, and equivalent ranks in the BFP , BJMP, Philippine Coast Guard, Philippine Public Safety College, and National Mapping and Resource Information Authority;
  • GOCCs under RA 10149 (They have their Compensation and Position Classification System);
  • Job order workers;
  • Consultancy or any contract with no employer-employee relationship.

How Much Is the Salary Increase for Government Workers?

The increases in government salary under the Salary Standardization Law of 2019 average 5% in 2020 . They range from PHP 483 (for SG 1) to PHP 7,762 (for SG 33).

But by 2023, the pay hikes will average 23.24% after all the increases have been applied.

Mid-level government employees, or those with salary grades 11 to 13, get the highest raise of 24.1% in 2020 to 30.7% in 2023. These workers include entry-level public school teachers, nurses, statisticians, accountants, civil defense officers, and agriculturists.

For example, a Teacher I or Nurse I with a salary grade of 11 gets an increase of PHP 1,562 in 2020 (from PHP 20,754 in 2019 to PHP 22,316 in 2020) . In the next three years, the starting salary of employees in the same position will increase to PHP 23,877 in 2021, PHP 25,439 in 2022, and PHP 27,000 in 2023.

Workers with salary grades 1 to 10 enjoy an increase of 17.5% in 2020 to 20.5% in 2023.

For example, a Utility Worker I with a salary grade of 1 gets a raise of PHP 483 in 2020 (from PHP 11,068 in 2019 to PHP 11,551 in 2020) . The pay of SG 1 workers will increase to PHP 12,034 in 2021, PHP 12,517 in 2022, and PHP 13,000 in 2023.

Having the lowest raise of 8% are those within the highest salary grade range (SG 25 to 33), particularly in executive-level positions.

Salary Grade Tables for Government Employees

Under the Salary Standardization Law of 2019, the government implemented a new salary schedule (also called the salary grade table ) reflecting increased monthly salaries in four tranches or annual installments from 2020 to 2023.

Key information you need to know:

  • All the rates in the salary grade tables below are the monthly salaries for full-time regular and contractual employees of national government agencies.
  • Part-time workers’ salary is proportionate to the number of hours worked. A part-time employee who renders four hours daily receives half the rate corresponding to his/her salary grade and step.
  • For casual workers under the “No Work, No Pay” policy, their daily wage is computed by dividing the corresponding monthly salary by 22 working days. For example, a new hire (Step 1) with Salary Grade 1 should receive PHP 525.05 per day worked in 2020 (PHP 11,551 ÷ 22 = PHP 525.05).

Related: The Ultimate Civil Service Reviewer (with Free Practice Tests + Answer Keys)

1. Salary Grade 2020 Table (Effective January 1, 2020)

2. salary grade 2021 table (effective january 1, 2021), 3. salary grade 2022 table (effective: january 1, 2022), 4. salary grade 2023 table (effective january 1, 2023), 5. salary grade tables for lgus (local government units).

The salaries of LGU workers differ from workers in the national government. How much an employee receives is based on the LGU’s income classification (i.e., 1st class, 2nd class, etc.).

LGU employees in special and first-class cities receive the same rates as their counterparts in national government agencies.

Those in second-class to sixth-class cities and first-class to sixth-class municipalities are paid a percentage of the salary grade table under the SSL.

a. Salary Grade Table for Provinces and Cities

B. salary grade table for municipalities.

Based on the salary grade tables above, employees working for a wealthier LGU (such as a 1st class city) receive higher salaries than those in similar positions in a lower-class city or municipality. 

6. Salary Grade Table for Public School Teachers

Teaching positions for public schools in the Philippines range from Teacher I to Master Teacher IV, each with a corresponding salary grade from 11 to 21.

New teaching positions have been added 2 (Teacher IV, Teacher V, Teacher VI, and Teacher VII) after President Duterte approved them in late 2019. These four additional positions have higher salary grades than the existing positions of Teacher I, Teacher II, and Teacher III.

How Much Is the Salary of a Public School Teacher in the Philippines?

Public school teachers start at the lowest position of Teacher I at salary grade 11. Under the SSL, an entry-level teacher receives a monthly basic salary of PHP 22,316 in 2020, increasing to PHP 23,877 in 2021, PHP 25,439 in 2022, and PHP 27,000 in 2023.

Teachers in public schools earn more over time and when they get promoted. In 2020, the highest-paid teachers were those with a Master Teacher III position receiving a monthly basic salary of up to PHP 58,841 . Currently, nobody holds the highest position of Master Teacher IV yet.

a. Salary Grade 2020 Table for Public School Teachers (Effective January 1, 2020)

B. salary grade 2021 table for public school teachers (effective january 1, 2021), c. salary grade 2022 table for public school teachers (effective january 1, 2022), d. salary grade 2023 table for public school teachers (effective january 1, 2023), 7. salary grade table for government nurses.

For registered nurses (RNs) working in public hospitals in the Philippines, salary grades range from 15 to 24 starting in 2020. Each pay grade corresponds to a nurse position (i.e., Nurse I, Nurse II, and so on).

In July 2020, the Department of Budget and Management raised the salary grade of entry-level nurses 3 (Nurse I position) to SG 15. Previously, the minimum pay grade for government nurses was SG 11. Salary grades of higher nurse positions also got upgraded by one or two levels. 

This upgrade means a salary increase for government nurses. The pay hike is retroactive to January 1, 2020.

The salary increase covers all nurses—regardless of status ( regular/contractual/casual ) and whether they work full-time or part-time—in hospitals run by the national government, state universities and colleges, and LGUs.

Meanwhile, government hospital employees who assist RNs in performing non-medical duties still have the same salary grades: SG 4 for Nursing Attendant I, SG 6 for Nursing Attendant II, and SG 7 for Ward Assistant.

How Much Do Government Nurses Earn in the Philippines?

In 2020, entry-level nurses received a monthly salary ranging from PHP 32,053 to PHP 34,801. Higher-ranking government nurses earn up to PHP 95,283. 

The salary range for nursing attendants in 2020 is from PHP 13,807 to PHP 16,378. Ward assistants earn PHP 16,458 to PHP 17,364 in the same year.

Under the SSL, salaries for nurses and other healthcare workers in public hospitals will continue to increase yearly until 2023.

a. Salary Grade 2020 Table for Government Nurses (Effective January 1, 2020)

B. salary grade 2021 table for government nurses (effective january 1, 2021), c. salary grade 2022 table for government nurses (effective january 1, 2022), d. salary grade 2023 table for government nurses (effective january 1, 2023).

Interested in working for the government? Start your journey by reviewing for and taking the civil service exam.

8. Salary Grade Table for All Government Plantilla Positions

Are you looking for the salary grade of a specific government position? 

Use our table below that shows the updated list of government plantilla positions (arranged alphabetically) and their respective salary grades. This is based on the data from Budget Circular No. 2022 – 2 4 released by the Department of Budget and Management (DBM) on April 5, 2022. 

  • Official Gazette of the Republic of the Philippines. Republic Act No. 11466 or the Salary Standardization Law (2019).
  • Reysio-Cruz, M. (2019). Duterte OKs new positions for public school teachers. Retrieved 5 October 2020, from https://newsinfo.inquirer.net/1187230/duterte-oks-new-positions-for-public-school-teachers
  • Department of Budget and Management. (2020).  Budget Circular No. 2020-4  [PDF]. Retrieved from https://www.dbm.gov.ph/wp-content/uploads/Issuances/2020/Budget-Circular/BUDGET-CIRCULAR-NO-2020-4.pdf
  • Department of Budget and Management (DBM). (2022, April 5). Budget Circular No. 2022-2 (Index of Occupational Services, Occupational Groups, Classes and Salary Grades, CY 2022 Edition) [Press release]. Retrieved September 28, 2022, from https://www.dbm.gov.ph/wp-content/uploads/OPCCB/IOS2022/4.%20VOLUME%20II.pdf

Written by Venus Zoleta

in Career and Education , Juander How

Last Updated September 6, 2023 08:39 PM

salary assignment in tagalog

Venus Zoleta

Venus Zoleta is an experienced writer and editor for over 10 years, covering topics on personal finance, travel, government services, and digital marketing. Her background is in journalism and corporate communications. In her early 20s, she started investing and purchased a home. Now, she advocates financial literacy for Filipinos and shares her knowledge online. When she's not working, Venus bonds with her pet cats and binges on Korean dramas and Pinoy rom-coms.

Browse all articles written by Venus Zoleta

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What is PNP Salary Assignment?

Pnp salary assignment (allotment).

Philippine National Police (PNP) Salary Assignment is one of the types of deductions that can be accommodated by the Automatic Salary Deduction Scheme (ASDS), which is deducted directly from the pay and allowances of PNP personnel that are obliged to provide support.

PNP Salary Assignment refers to a specific portion of a police officer’s salary, whether Police Commissioned Officer (PCO) or Police Non-Commissioned Officer (PNCO), that he or she has authorized to be paid to his or her dependent/s.

The Salary Assignment System was created and introduced to lessen PNP personnel of the responsibility of sending financial assistance to their families, loved ones, or anybody else with whom they have a regular financial obligation.

Who can avail or apply for the PNP Salary Assignment

a. Any married PNP personnel who does not live together with his wife and/or children in the conjugal abode due to the exigencies of the service is required when so requested by his wife and/or children;

b. Any married PNP personnel who is exempted from the obligation of supporting his spouse, for reason provided by LAW or COURT ORDER, is required to give a reasonable monthly allowance in favor of his legitimate child or children;

READ: Pay and Allowances of PNP Personnel for 2022

c. Any unmarried PNP personnel who has difficulties in remitting his pay to his dependent due to the great distance of his place of assignment may execute a Salary Assignment.

Where the prospective Assignee is not the Assignor’s lawful spouse, legitimate, unmarried minor children, legitimate father or mother, or legitimate brother or sister, the Chief of Office shall examine to determine if the application for assignment is the result of an illegitimate or common-law relationship.

NOTE :  The person to whom the Salary Assignment is paid is known as the Assignee , while the person who makes the assignment is known as the Assignor .

How to process of Salary Assignment Application

The applicant (PNP personnel) must complete the Salary Assignment application form completely, sign it, and have his Chief of Police endorse it. The applicant may also request an increase in Salary Assignment by filling this form .

This browser does not support PDFs. Please download the PDF to view it: Download PDF .

The following documents must be attached to the application form:

a. Latest payslip;

b. PNP ID (back to back photocopy);

c. PSA Marriage Contract and/or PSA Birth Certificate; and

d. Photocopy ID of the Assignee

For processing and review, the applicant must submit the application form to the Regional Finance Service Office (RFSO) where he/she is currently assigned.

As a result, RFSO will recommend it to PNP Finance Service for further review and approval by the Director, Finance Service. Upon approval, the Salary Assignment Section will prepare a report/endorsement for the PNP Computer Service for the assignee’s Continuous Form Checks (CFCs) to be printed.

The printing of the assignee’s checks will commence two (2) months after they are submitted to the PNP Computer Service. The check is printed once a month and will be released to the assignee every 25 th day of the month .

READ ALSO : Release of (PNP) PBB FY 2020

After all authorized deductions, the employee’s monthly net take-home pay shall not be reduced to less than Three Thousand Pesos (₱3,000).

PNP Circular Nr. 2005-001

PNP Circular Nr. 95-005

AFP Circular Nr. 37 dated June 22, 1972

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Saints assistant Jordan Traylor has a new assignment in 2024

https://twitter.com/mzenitz/status/1760334072780407082?s=20

The New Orleans Saints are hiring within their own staff as Jordan Traylor has been promoted to the assistant quarterbacks coach, replacing D.J. Williams, per 247 Sports' Matt Zenitz .

Traylor played college football at Texas A&M as a quarterback, and has been with New Orleans for five years now. He spent two years as a scouting assistant before joining the coaching staff as a defensive assistant. He switched to offense last season and will now move up to his new role for 2024. It's clear that he has made a name for himself in New Orleans as he will stick around among a lot of offensive turnover on the staff.

Traylor will work closely with recently hired quarterbacks coach Andrew Janocko. It's a positive that the Saints were able to find at least some continuity within the offensive staff as Janocko remains an up-and-coming coach at just 36 years old. Janocko could leave for a promotion of his own if Derek Carr makes rapid progress in the fall. Developing in-house replacements like Traylor is a key to sustaining success.

More 2024 season

Dennis allen lays out how saints revamped their coaching staff, cbs sports analyst predicts saints will fall short in 2024, report: nfl's 2024 salary cap may approach $250 million, saints hire keith williams as their new wide receivers coach.

This article originally appeared on Saints Wire: Saints assistant Jordan Traylor has a new assignment in 2024

Equipment staff leaves the field with New Orleans Saints helmets after an NFL football game against the Green Bay Packers, Sunday, Sept. 12, 2021, in Jacksonville, Fla. (AP Photo/Phelan M. Ebenhack)

You may be interested in checking these words as well:

Translation of "assigned" into Tagalog

Sample translated sentence: (1 Samuel 25:41; 2 Kings 3:11) Parents, do you encourage your children and teenagers to work cheerfully at any assignment that they are given to do, whether at the Kingdom Hall, at an assembly, or at a convention site? ↔ (1 Samuel 25:41; 2 Hari 3:11) Mga magulang, pinasisigla ba ninyo ang inyong mga anak at mga tin-edyer na masayang gampanan ang anumang atas na ipinagagawa sa kanila, ito man ay sa Kingdom Hall, sa isang asamblea, o sa lugar ng kombensiyon?

Simple past tense and past participle of assign. [..]

Automatic translations of " assigned " into Tagalog

"assigned" in english - tagalog dictionary.

Currently we have no translations for assigned in the dictionary, maybe you can add one? Make sure to check automatic translation, translation memory or indirect translations.

Computer generated translations

maglipat (@1 : de: übertragen )

husto (@1 : de: bestimmt )

malinaw (@1 : de: bestimmt )

maliwanag (@1 : de: bestimmt )

port (@1 : de: übertragen )

tama (@1 : de: bestimmt )

desidido (@1 : de: bestimmt )

delegado (@1 : pt: delegado )

ligtas (@1 : de: bestimmt )

Phrases similar to "assigned" with translations into Tagalog

  • assignment gawain · pagtatadhana · takdang-aralin · trabaho
  • assign number itinalagang numero
  • assigned task naitalagang tungkulin
  • assign gamitin · ilagay · ipagkaloob · italaga · magtadhana · magtakda · magtanda · tadhana

Translations of "assigned" into Tagalog in sentences, translation memory

IMAGES

  1. JOURNAL ENTRY: PAID SALARY TAGALOG EXPLANATION

    salary assignment in tagalog

  2. YOUR SALARY IS FOR WHAT? (TAGALOG)

    salary assignment in tagalog

  3. Assignment In Tagalog

    salary assignment in tagalog

  4. Authority To Deduct From Salary

    salary assignment in tagalog

  5. How to Compute Tax on Monthly Salary

    salary assignment in tagalog

  6. Contract for Project Employment

    salary assignment in tagalog

VIDEO

  1. What is your Expected Salary?

  2. What is your expected salary?

  3. How to Compute Tax on Monthly Salary

  4. JOURNAL ENTRY: PAID SALARY TAGALOG EXPLANATION

  5. Tips on how to negotiate salary in the Philippines

  6. BASIC SALARY COMPUTATION

COMMENTS

  1. 7 Easy Tagalog Words For Salary Negotiations

    In Tagalog, the word for salary is "sahod" or "sweldo." This term is widely recognized across the Philippines, a country that's rich not only in its culture and history but also in its diverse job market and economic landscape. But wait! What exactly is its relevance in the Philippine economy? Let's find out below!

  2. Part 1

    Pag sinabing payroll, hindi ibig sabihin madali na ang lahat. Hindi isang tingin lang alam mo na kung magkano yung exact figure ng sahod ng tao..\\Ako sa part...

  3. assignment in Tagalog

    noun task given to students The assignment was too much for me. Masyadong mahirap ang takdang - aralin. en.wiktionary2016 trabaho noun After I was assigned to lead a stake self-reliance committee, I realized that I was underemployed myself.

  4. salary in Tagalog

    kita, suweldo, upa are the top translations of "salary" into Tagalog. Sample translated sentence: I was working and saving for my mission, but my small salary wouldn't be enough. ↔ Nagtatrabaho ako at nag-iipon para sa aking misyon, ngunit hindi sasapat ang maliit kong sahod. salary adjective verb noun grammar

  5. 10+ Easy Job Vocabulary In Tagalog For Language Learners

    Salary (Suweldo) Let's talk money! Your "suweldo" is the compensation you receive for your work. It's a crucial topic when negotiating job offers or discussing raises. Example sentence:

  6. 6 Easy Tagalog Words For Job Benefits

    , September 8, 2023 6 Easy Tagalog Words For Job Benefits Keen on mastering the art of negotiation for your employment contract in Tagalog? Then, you're in the right place! We've understood your needs and curated this guide to basic Tagalog words for job benefits just for you. Let's begin!

  7. What is your Expected Salary?

    What is your Expected Salary? | Tagalog Job Interview Tips & TutorialPanoorin ang iba pa nating topic tungkol sa Usapang Trabaho. Job Hiring Tips and Tutoria...

  8. Salary in Tagalog

    Salary in Tagalog Salary in Tagalog The best Filipino / Tagalog translation for the English word salary. The English word "salary" can be translated as the following words in Tagalog: Best translations for the English word salary in Tagalog: s a hod [noun] salary; payday 5 Example Sentences Available » more...

  9. Sweldong Pinoy

    Sweldong Pinoy is a salary calculator for Filipinos in computing net pay, withholding taxes and contributions to SSS/GSIS, PhilHealth and PAG-IBIG. In 2024, the deductions for PhilHealth and Pag-IBIG Fund have increased. You can now find out how much your salary will be!

  10. Get A Salary in Tagalog

    The best Filipino / Tagalog translation for the English word get a salary. The English word "get a salary" can be translated as the following word in Tagalog: 1.) sum a hod - [verb] to earn a salary more... Click a Filipino word above to get audio, example sentences and further details for that word.

  11. Assignment in Tagalog

    Best translation of the English word assignment in Tagalog: trabaho, gawain, toka, sagap, hilispisan, asignasyon, imposisyon, isi, takdang aralin, enahenamyento, nombrahan, tahas...

  12. Salary Meaning

    kumita, kitain (-um-:-in) to earn. Kumita siya ng malaki sa kompanya. He earned a lot at the company. magkita (mag-) to meet, to see each other, to find. Nagkita sila sa sine. They saw each other at the movie.

  13. Average Salary Philippines

    In this nation, salaries for salaried positions average $992.19 per month or $11,906.42 annually; hourly jobs average $5.73 per hour. These numbers represent gross salary, making an average monthly salary after taxes of $288.35. The cities of Quezon City, Manila, Davao, and Kalookan, in that order, pay the highest salaries in the nation.

  14. How to say assignment in Filipino

    What's the Filipino word for assignment? Here's a list of translations. Filipino Translation. pagtatalaga. More Filipino words for assignment. trabaho noun. work, job, employment, occupation, labor. destino noun.

  15. ASSIGNMENT: Tagalog-English Dictionary Online

    ASSIGNMENT This English word can be transliterated into Tagalog as asáynment. takdáng aralín assignment MGA KAHULUGAN SA TAGALOG 1. talagá o pagtatalagá 2. takdáng aralín 3. paglilipat o pagkakalipat, gaya ng karapatan o pagmamay-ari; o ang dokumento o kasulatan nitó. TAKDANG-ARALIN TAKDA ARALIN DEADLINE TAKDANG-PANAHON CURFEW

  16. Wages, Salaries, Remuneration

    Wages, Salaries, Remuneration. 1. Legal basis. ART. 97. Definitions. - (f) "Wage" paid to any employee shall mean the remuneration or earnings, however designated, capable of being expressed in terms of money, whether fixed or ascertained on a time, task, piece, or commission basis, or other method of calculating the same, which is ...

  17. assign in Tagalog

    assignment gawain · pagtatadhana · takdang-aralin · trabaho assign number itinalagang numero assigned task naitalagang tungkulin Add example Translations of "assign" into Tagalog in sentences, translation memory Declension Stem

  18. Salary Grade 2023: Complete Guide to Government Employee's Income

    The Salary Standardization Law (SSL) of 2019 1 grants yearly salary increases and additional benefits to government employees in the Philippines from January 1, 2020, until 2023. It includes the basic pay per salary grade and step, allowances, benefits, and performance-based incentives.

  19. salary in English

    salary in Tagalog Words with similar spelling: salapi , malay , palay , sabay Translation of "salary" into English

  20. What is PNP Salary Assignment?

    PNP Salary Assignment refers to a specific portion of a police officer's salary that he/she has authorized to be paid to his or her dependent. Skip to content. Thursday, February 22, 2024 Latest: LIST OF PASSERS: DECEMBER 2023 NAPOLCOM EXAM RESULTS

  21. Assign in Tagalog

    The English word "assign" can be translated as the following words in Tagalog: Best translations for the English word assign in Tagalog: trab a ho [noun] work; job; business; assignment 55 Example Sentences Available » more...

  22. Saints assistant Jordan Traylor has a new assignment in 2024

    The New Orleans Saints are hiring within their own staff as Jordan Traylor has been promoted to the assistant quarterbacks coach, replacing D.J. Williams, per 247 Sports' Matt Zenitz. Traylor ...

  23. assignment

    Sa pagsasalita tungkol sa mga bagay na marahil masusumpungan mo sa iyong assignment —walang takip na mga imburnal, langaw, maingay na trapik, isang bagong lupain, isang relihiyong banyaga —magpakitang galang. jw2019.

  24. assigned in Tagalog

    (@1 : de: bestimmt ) maliwanag (@1 : de: bestimmt ) port (@1 : de: übertragen ) tama (@1 : de: bestimmt ) desidido (@1 : de: bestimmt ) delegado (@1 : pt: delegado ) ligtas (@1 : de: bestimmt ) Phrases similar to "assigned" with translations into Tagalog assignment gawain · pagtatadhana · takdang-aralin · trabaho assign number