LEARNERS
QUALIFICATIONS
1. Must be fifteen
(15) years old or
above.
2. Be physically fit
for the occupation
in which he desires
to be trained. 3.
Possess vocational
aptitude and
capacity for
appropriate tests.
4. With the ability
to comprehend and
follow oral and
written instructions
1.
May
be
employed when no
experienced
workers
are
available.
2. When the
employment
of
learners
is
necessary
to
prevent
curtailment
of
employment
opportunities.
3.
When
the
employment
of
learners does not
create
unfair
competition
in
terms
of
labor
costs or impair or
lower
working
standards.
NATURE
QUALIFIED
EMPLOYERS
Employers in the
highly
technical
industries and only
in apprenticeable
occupation
approved by the
minister of Labor
and Employment.
APPROVAL
DOLE
OF
It needs prior
approval of DOLE
through the TESDA.
Absence of the
approval considers
the hired
HANDICAPPED
WORKERS
1.
May
be
employed
when
their employment
is
necessary
to
prevent
curtailment
of
employment
opportunities.
2. When it does not
create
unfair
competition
in
labor
costs
or
impair or lower
working standards.
Contractual type of
employment
INCENTIVES
EMPLOYER
OF
apprentice as an
employee
1. 75 % payment of
the minimum wage
to apprentices.
2. deduction from
taxable income of
of the value of
labor
training
expenses.
3.Technical
and
other
assistance
from DOLE and
other government
agencies.
4. Employers are
assured of regular
employees after six
(6)
months
of
apprenticeship.
1. Entitled to an
additional
deduction
from
their gross income
of 25% of the total
amount paid to
disabled.
2.
Deduction
from
their
taxable
income of 50% of
the direct costs of
the improvements
or modifications.
DURATION
WAGE RATES
Gen.
Ruleemployer must pay
at least 75% of the
minimum
wage.
Exceptions:
1.
Training on the job
is required by the
school or training
program
curriculum; or
2.
It is a requisite for
graduation
or
board examination.
HOURS
OF
WORK/OVERTIME
No fixed duration
as to hiring so that
the employer may
fix the duration
Payment shall not
be less than 75%
of the minimum
wage.
No person shall
institute any action
for
the
enforcement of any
apprenticeship
agreement or for
damages
for
breach
thereof,
unless
he
has
exhausted
all
available
administrative
remedies.
The
plant
apprenticeship
committee
shall
have
initial
responsibility
for
settling differences
arising
out
of
apprenticeship
agreements.