COVID-19 and the Enhanced Community Quarantine: FAQs on Labor and Employment

Author Atty. Reynaldo T. Dizon, Atty. Enrico Errol D. Angeles, Mary Katherine B. Alampay

[Authors’ Notes: This article has been updated as of May 8, 2020.]Introduction:

On March 16, 2020, the Office of the President, through Presidential Proclamation No. 929, declared a State of Calamity throughout the Philippines due to the coronavirus disease (“COVID-19”), and imposed Enhanced Community Quarantine throughout Luzon until April 12, 2020. Below is a Q&A on the general legal implications of the imposition of the Enhanced Community Quarantine as well as the other issuances from the relevant governmental agencies pertaining to the employment matters.

Frequently Asked Questions:

1. What is the legal implication of the Enhanced Community Quarantine to the employers?

Only those private establishments providing basic necessities and such activities related to food and medicine production, banks, money transfer services, power, energy, water, and telecommunications supplies and facilities shall be open.

Business Process Outsourcing establishments and export-oriented industries shall also remain operational.

2. Does this mean that businesses which do not fall under the lines of business enumerated above should not operate?

Based on the Memorandum issued by the Executive Secretary on 16 March 2020, only the above-mentioned businesses are allowed to operate. However, the Department of Labor and Employment (“DOLE”) issued Department Order No. 209 on 17 March 2020 to implement the COVID-19 Adjustment Measures Program (“CAMP”) for the benefit of the workers affected by COVID-19 and to cater to the extraordinary circumstances arising due to the said virus. It serves as guidelines on the implementation of flexible work arrangements (“FWAs”) and remedial measures due to the ongoing outbreak of COVID-19. It is considered a better alternative than outright termination of employments or the total closure of the establishments.

3. What is the period of coverage of the CAMP?

CAMP covers the period from January 2020 until the lifting of the Stringent Social Distancing Measures in the National Capital Region (“NCR”) on 14 April 2020, unless extended by the Inter-Agency Task Force for the Management of Emerging Infectious Diseases. It has retroactive application.

4. Which establishments are affected by the CAMP?

Private establishments that have implemented (i) FWAs as defined under DOLE Labor Advisory No. 09, Series of 2020; or (ii) temporary closure as mitigating measures due to the COVID-19 pandemic. Government employees are excluded from the program.

5. What is the legal implication of the Enhanced Community Quarantine period to the employment status of the employees?

The affected workers remain employees of the employer, unless the employer permanently closes its business or the employee resigns.

Employees who fail or refuse to work by reason of imminent danger resulting from natural calamities shall not be exposed to or subject to any administrative sanction.[1]

6. What is the general rule for compensation of employees during the Enhanced Community Quarantine period?

During the Enhanced Community Quarantine period, the general rule to be applied is the principle of, “No work, no pay.”[2] Employees who do not report to work are not entitled to receive their salaries/wages.

7. Are there any exceptions?

Yes. With the consent of the employees, absences incurred during the Enhanced Community Quarantine period due to the request by the employer to stay at home or who are served quarantine orders for reasons related to COVID-19 will be charged against the remaining leaves of the employees, if any.[3]

8. What happens if the employees have already consumed all their available leaves and/or they refuse that the days they are
not required to work be charged to their remaining leaves?

The “No work, no pay” principle will apply and the employees will be on unpaid leave.[4] The employers are not legally mandated to pay their respective salaries during the time that these employees are on unpaid leave.

9. Is there any requirement under the law for employers to provide financial assistance to employees during the
Enhanced Community Quarantine Period?

No, this will be at the employer’s discretion.

However, large establishments are encouraged to cover the full wages of employees within the one (1) month Enhanced Community Quarantine period.[5]

10. Is there any financial assistance from the government available to employees who have used up their leaves?

Employees who have used up their leaves may be entitled to one-time financial assistance from the DOLE under CAMP. It is a safety net program meant to offer financial support affected employees in private establishments that have adopted FWAs or temporary closure during the COVID-19 pandemic.[6] Under CAMP, such affected employees may avail of lump-sum, non-conditional financial assistance equivalent to Php5,000.00, regardless of employment status[7] (i.e. permanent, probationary, or contractual[8]).

11. Which employers are eligible for the financial assistance under CAMP?

Employers who have implemented an FWA or temporary closure due to the COVID-19 pandemic.[9] Employees working in micro, small, and medium enterprises are given priority.

12. What is the legal implication of the Enhanced Community Quarantine to the employers?

Business Process Outsourcing establishments and export-oriented industries shall also remain operational. 13. Does this mean that businesses which do not fall under the lines of business enumerated above should not operate?

14. What is the period of coverage of the CAMP?

15. Which establishments are affected by the CAMP?

16. What is the legal implication of the Enhanced Community Quarantine period to the employment status of the employees?

17. What is the legal implication of the Enhanced Community Quarantine period to the employment status of probationary employees?

The DOLE issued Labor Advisory No. 14 stating that for purposes of determining the six-month probationary period, the one month Enhanced Community Quarantine period is not included thereof.

18. Since the Enhanced Community Quarantine period was extended to April 30, 2020 and then to May 15, 2020, are the said periods still not included in determining the six-month probationary period?

It is worthy to note that when the said Labor Advisory was issued, the Enhanced Community Quarantine period would supposedly last only until April 15, 2020. This is why it specifically referred to the “one month Enhanced Community Quarantine period”. Thus, erring on the side caution, the succeeding extensions of the Enhanced Community Quarantine period should not excluded in determining the six-month probationary period.

19. What is the legal implication of the Enhanced Community Quarantine period to legitimate contractors whose Certificate of Registration expired or expires within the said period?

The DOLE issued Department Order No. 213 which suspended new and renewal applications for Certificate of Registration during the community quarantine period. For those whose registration expired or expires within the community quarantine period, extension of filing of the Certificate of Registration is deemed granted after the lifting of the community quarantine period for a period of thirty (30) days (note that the said Order contemplates both Enhanced Community Quarantine and General Community Quarantine periods).

20. What is the general rule for compensation of employees during the Enhanced Community Quarantine period?

During the Enhanced Community Quarantine period, the general rule to be applied is the principle of, “No work, no pay.”[11] Employees who do not report to work are not entitled to receive their salaries/wages.

21. Are there any exceptions?

22. What happens if the employees have already consumed all their available leaves and/or they refuse that the days they are not required to work be charged to their remaining leaves?

The “No work, no pay” principle will apply and the employees will be on unpaid leave.[13] The employers are not legally mandated to pay their respective salaries during the time that these employees are on unpaid leave.

23. Is there any requirement under the law for employers to provide financial assistance to employees during the Enhanced Community Quarantine Period?
No, this will be at the employer’s discretion.

However, large establishments are encouraged to cover the full wages of employees within the one (1) month Enhanced Community Quarantine period.[14]

24. Is there any financial assistance from the government available to employees who have used up their leaves?
Employees who have used up their leaves may be entitled to one-time financial assistance from the DOLE under CAMP. It is a safety net program meant to offer financial support affected employees in private establishments that have adopted FWAs or temporary closure during the COVID-19 pandemic.[15] Under CAMP, such affected employees may avail of lump-sum, non-conditional financial assistance equivalent to Php5,000.00, regardless of employment status[16] (i.e. permanent, probationary, or contractual[17]).

25. Which employers are eligible for the financial assistance under CAMP?
Employers who have implemented an FWA or temporary closure due to the COVID-19 pandemic.[18] Employees working in micro, small, and medium enterprises are given priority.

[1] DOLE Labor Advisory No. 01 Series of 2020.

[2] DOLE Labor Advisory No. 01 Series of 2020.

[3] DOLE Labor Advisory No. 04-20 Series of 2020 and DOLE Labor Advisory No. 11-20 Series of 2020.
[4] DOLE Labor Advisory No. 04-20 Series of 2020
[5] DOLE Department Order No. 209 dated March 17, 2020

[6] DOLE Department Order No. 209 dated March 17, 2020

[7] DOLE Department Order No. 209 dated March 17, 2020

[8] DOLE Labor Advisory No. 12-20 Series of 2020
[9] DOLE Department Order No. 209 dated March 17, 2020
[10] DOLE Labor Advisory No. 01 Series of 2020.
[11] DOLE Labor Advisory No. 01 Series of 2020.
[12] DOLE Labor Advisory No. 04-20 Series of 2020 and DOLE Labor Advisory No. 11-20 Series of 2020
[13] DOLE Labor Advisory No. 04-20 Series of 2020
[14] DOLE Department Order No. 209 dated March 17, 2020

[15] DOLE Department Order No. 209 dated March 17, 2020

[16] DOLE Department Order No. 209 dated March 17, 2020

[17] DOLE Labor Advisory No. 12-20 Series of 2020

[18] DOLE Department Order No. 209 dated March 17, 2020