1st Philippines HR Group Summit 2016: HR 3.0 and Beyond


November 18, 2016

8:30 AM to 6:00 PM


UNILAB – Bayanihan Center

8008 Pioneer St., Kapitolyo, Pasig City Philippine

REGISTER NOW! Call us at:

Ms. Rhonadale Florentino

PH HR Group Event Secretariat

Landline Nos.: (632) 547-7148

Mobile Nos.: 09209485867 /09053998577

Contact Email: philippineshrgroup@gmail.com


Tougher economic conditions have increased the need for creativity, productivity and innovation—and it’s no different for HR.

In the next 12 months, the pressure will be on HR to do more with less and HR professionals will have significant value to add as long as they understand the big trends that are shaping their ability to source talent.

Above all, in this environment HR people will need to put aside the narrow metrics of HR activities to instead focus on broader business outcomes. Instead of being transactional, HR people must be transformational. Knowing what this means and how to do it will be a significant competitive advantage.


HR 3.0 is the fusion of the millennial culture, geo-economics and technology to the traditional HR silos. The Philippines HR Summit 2016: HR 3.0 and Beyond aims to educate, equip and prepare everyone for the ever changing and dynamic world of Human Resource.


This session is suitable to a wide range of professionals but will greatly benefit:

  • Human Resource Professional / HR Leaders
  • HR Management Trainees
  • Supervisors and Team Leaders
  • Newly-hired Managers
  • First level or Front line Managers /People Managers
  • Top and Middle Management
  • Fresh HRM /Psychology/ Behavioral Sciences or Business course graduates
  • Company Owners


AM Session:

  • Session 1: HR 3.0: Next Evolution of Human Resources
    • Mr. Sonnie Santos
  • Session 2: HR Core Values
    • Ms. Elvie Garcia
  • Session 3: Total Rewards Management
    • Mr. Danny Pancho
  • Session 4: Labor Relations and CBA
    • Mr. James Estrada

PM Session:

  • Session 5: Corporate Social Responsibility and its Value in the Organization
    • Mr. Jay Jaboneta
  • Session 6: PH Labor Condition: Current Issues, Trends and Challenges
    • Ms. Susan Ople
  • Session 7: Innovative HR Strategies to Attract & Retain Talent
    • Ms. Michelle Cordero-Garcia
  • Session 8 : Training Management
    • Mr. Edwin Ebreo
  • Session 9: Promoting Work-Life Balance
    • Ms. Daphne Granfil
  • Panel Lead Mentor/Host: Ms. Penny Bongato


Event Host:
Mr. Jet Nera Ms. Ivy De Borja
Mr. Kristofferson Cardenas Mr. Marc Zyon Dela Cruz


Learning Investment for this 1-Day Learning Session:

Reserve your seats NOW and SAVE Php 500.00

Early Bird Rate: Php 1,500 (Pay on or before October 15, 2016)

Regular Rate: P 2,000 (Starting October 15, 2016 to event proper)

Payment to be made to:

BDO (Banco De Oro)

Account Nos.: 40899403

Account Name: Mr. Darwin Rivers/Ms. Rhonadale Florentino

Account Type: Savings Account

** Please send scanned copy of Deposit slip for confirmation on the provided group email

Note that we would only provide Acknowledgement Receipt Letter

*** Part of the Event’s proceeds will be donated to charity and future Philippines HR Group Events.

LEARNING INVESTMENT INCLUDES: A “Fun-filled” learning experience, complete with Certificates and freebies! AM Snacks, Sumptuous Lunch and PM Snacks!

“Share this information and build up more winners at work!”



How to Properly Resign from your Company

Resigning from your current employer and quitting your job is not something to take on lightly. It can leave you in a awkward position both financially and emotionally. It can also affect your career if you do not properly plan your resignation.

There maybe many reasons why you are thinking of resigning but regardless of all your reasons, what you should know is that there is a right way and a wrong way to do it.

Your resignation letter and in-person conversations with your immediate manager should contain as many of the following elements as possible.

1. Have a discussion with your Boss

Whats important to remember here is that you should always keep all communication positive, or at the very least, neutral. Do not be emotional specially when discussing the reasons why you are contemplating to leave the organization.

Fact is that most companies tend to take the comments/feedback of your managers over job candidates when checking reference or conducting background checks.

Maintain professionalism always. Never “burn bridges” with anyone in the company specially with your supervisor/immediate managers. Make your resignation discussion short and simple.

2. Be Appreciative of being part of the Company

Start off by expressing your sincere gratitude for the opportunity to grow in your current role , learn new skills , acquire valuable experience and be able to work well with your colleagues.

3. Commit to Help during Transition

Your employer not to mention your work mates would appreciate the fact that you will not leave your work or assigned task “hanging” and that your committed to have a proper turn-over and train your replacement.

4. Provide proper Notice Period. By practice, your notice period can be as short as 2 weeks or as long as 45 Days depending on your role in the company. Whats important is that you give ample time for the company to find your replacement and have proper transition period. Whats important is to indicate a specific date for your expected last day of work.

5. Prepare to Leave

Before resigning, be sure to back up and save any documents, filed and projects that belongs to you. Understand that your employer might ask you to pack up your things immediately and cut off electronic access to documents. Be prepared to surrender all company assets that was endorsed to you.

6. Complete the Clearance Process

Every organization has their own exit process. Make sure you are fully aware of it and understand the procedure and the expected time lines. You should know the Departments or people who will be involved in the processing and completing your clearance from the company.

7. Ask for Recommendation and Person for Reference

It is always good for you to ask for a positive written recommendation letter or a letter of introduction in return from your employer. You must also ask permission from your immediate manager or team members that you will be using them as employment /character reference with your next company.





Violence Against Women and Their Children Leave Entitlement

Women employees who are victims as defined in Republic Act No. 9262, otherwise knows as the Anti-Violence Against Women and Their Children Law, are entitled to a leave of up to ten (10) days with full pay. The said leave shall be extended when the need arises, as specified in the protection order issued by the barangay or the court. The leave benefit shall cover the days that the woman employee has to attend to medical and legal concerns.


All female employees, who are victims of violence as defined under Republic Act No. 9262.


Violence against women and their children as used in RA 9262 “refers to any act or series of acts by any person against a woman who is his wife, former wife, or against a woman with whom he has or had a sexual or dating relationship, or with whom he has a common child, or against her child, whether legitimate or illegitimate, within or without the family abode, which will result in or is likely to result in physical, sexual, psychological harm or suffering, or economic abuse including threats of such acts, battery, assault, coercion, harassment or arbitrary deprivation of liberty.

How to Avail of Anti-Violence Against Women and Their Children Leave Benefit:

In order to be entitled to the leave benefit, the only requirement is for the victim-employee to present to her employer a certification from the barangay chairman (Punong Barangay) or barangay councilor (barangay kagawad) or prosecutor or the Clerk of Court, as the case may be, that an action relative to the matter is pending.

The usage of the ten-day leave shall be at the option of the woman employee. In the event that the leave benefit is not availed of, it shall not be convertible into cash and shall not be cumulative.

against violence.jpg



Gauranteed 13th Month Pay or 13th Month Bonus? Which is Correct?

The 13th month payment is not a bonus.

Here is why: In most companies in the Philippines, salaries are paid and negotiated on a monthly basis. Meaning whenever an employee is presented a job offer and employment contract it would state the employeees expected monthly basic pay.

Note that for monthly paid employees , the terms “daily rate” and “hourly rate” is used only as a basis for computing an employees absences and/or tardiness.

However most months do not have the same number of days as any other month. The definition of a month, should be made up of 4 weeks or exactly 28 days – like as in February.


The result is a whole extra month plus 1 day of salaries which would be “credited” as 13th month pay

Companies should stop using the term “13th month bonus” since it is never a bonus by definition!

The solution to squash this ambiguity is a redefinition, salaries in the Philippines for monthly paid employees should be based on a yearly basis, instead of monthly. Employers who claim to pay a monthly salary and deny their employees 13th month salaries are effectively committing wage theft by paying a yearly salary.

Most Philippine companies have a 40 – 48 hour work week (5 to 6 Days work week) and anything more than that is Overtime. Therefore, 13th month payment is not a bonus and is actually hours that you clocked in and worked for.

To claim it as bonus or otherwise is misleading. Thus 13th month pay is a Gauranteed Pay.

Note: This would not apply for those daily paid workers.



What is Outplacement? And How Does It Helps Employees and The Company?

Providing an Outplacement service to employees who are going through the process of redundancy enables the smooth transition for employees and employers during what is always a difficult time.

To avoid a negative impact across the organization, an Outplacement Service ensures employees affected by a re-structure or down-sizing will be aware help is provided in facilitating their next career steps.

Benefits for Employee:

Providing guidance to employees through the uncertainty of redundancy
Providing a clear and structured career marketing plan for the next step
Ensuring employees are up to date with current employment market trends
Assessing and coaching on employee suitability on next career step
Via Emotional Intelligence and detailed psychometric profiling, identify most suitable company culture, next career step and target prospect organizations
Via our vast outplacement partners across global markets, we can enable the employee to engage with leading organizations and headhunters focused on specific markets and functions
Enables employee to manage the change with confidence and effectiveness
Provides employee with a structured CV, highlighting core skills and competencies dominant in the employment market
Provides coaching to employees on maximizing their network, improving their interview techniques and how to target the most suitable job opportunities
Supports employee in finding a new role or to maximize employee branding in the market via pro-active approaches

Benefits for Employer:

Manage the lay-off or redundancy process on behalf of the employer
Ensuring clear communication is delivered to employees and offering a solution in delivering the difficult decision of down sizing
Strengthening the employers brand as an employee-centric organization
Protecting the employers image and enhancing positive role they have during redundancy
Avoiding dis-enchantment within the organization due to lack of or mis-communication

Source: http://www.cobdenandcarter.com

What are “De Minimis Benefits”? You

“De Minimis Benefits”

De minimis benefits or simply minimal benefits are ordinarily privileges given by an employer to his employees. These are usually small amounts in value and are only offered to promote goodwill and good vibes within the company.These are normally facilities or privileges furnished or offered by an employer to his employees that are of relatively small value and are offered or furnished by the employer merely as a means of promoting the health, goodwill, contentment, or efficiency of his employees.

Employers are not obligated to give them but they are encourage to do so since these benefits no matter how small are a big help to workers.

Due to the nature of this income, tax law has exempted it from income taxation but only to certain limits. Meaning, if you are an employee and you receive these kind of benefits, there will be no withholding tax against the money or token that you will receive.

Currently, the full list of de minimis benefits which are not subject to income tax on compensation as well as fringe benefits tax are the ff.:

  1. Monetized unused vacation leave credits of private employees not exceeding ten (10) days during the year;
  2. Monetized value of vacation and sick leave credits paid to government officials and employees;
  3. Medical cash allowance to dependents of employees, not exceeding P750 per employee per semester or P125 per month;
  4. Rice subsidy of P1,500 of one (1) sack of 50 kg. rice per month amounting to not more that P1,500;
  5. Uniform and clothing allowance not exceeding P5,000 per annum; (last amended by RR No. 8, 2012)
  6. Actual medical assistance, e.g. medical allowance to cover medical and heathcare needs, annual medical/executive check-up, maternity assistance, and routine consultations, not exceeding P10,000 per annum;
  7. Laundry allowance not exceeding P300 per month;
  8. Employees achievement awards, e.g., for length of service or safety achievement, which must be in the form of a tangible personal property other than cash or gift certificate, with an annual monetary value not exceeding P10,000 received by the employee under an established written plan which does not discriminate in favor of highly paid employees;
  9. Gifts given during Christmas and major anniversary celebrations not exceeding P5,000 per employee per annum;
  10. Daily meal allowance for overtime work and night/graveyard shift not exceeding twenty-five percent (25%) of the basic minimum wage on a per region basis;
  11. Benefits received by an employee by virtue of a collective bargaining agreement (CBA) and productivity incentive scheme provided that the total annual monetary value received from both CBA and productivity incentive scheme combined do not exceed ten thousand pesos (P10,000) per employee, per taxable year.

Important Points to Remember:

  • Allowances which are fixed in amounts and are regularly received by the employee as part of his monthly compensation income shall not be treated as taxable fringe benefit but as compensation income.
  • All other benefits not included in the enumeration shall NOT be considered de minimis benefits.
  • The amount of “De Minimis Benefits” shall not be considered in the P82,000 ceiling of “other benefits” excluded from gross income.
  • The excess of the De Minimis Benefits over the respective ceilings shall be considered as “other benefits” and the employee receiving it will be subject to tax only on the excess over the P82,000 ceiling.
  • The minmum wage earner employee receiving “other benefits” exceeding the P82,000 limit shall be taxable on the “excess benefit.
  • Minimum Wage Earner receiving “other income,” e.g. income from trade, business, or practice of profession, except income subject to final tax, and compensation income, are not exempt from income tax on the entire income earned during the taxable year


Revenue Regulations No. 2-98
Revenue Regulations No. 3-98
Revenue Regulations No. 5-2008
Revenue Regulations No. 5-2011
Revenue Regulations No. 8-2012
Revenue Regulations No. 1-2015