Module 7: Workplace Culture Building

Conditions for Employment

Employment conditions pertain to the various aspects of work arrangements, expectations, and agreements between the employer and employee concerning the value contributed by the employee to the company.

Working Conditions

On top of the provisions by DOLE, reasonable working conditions for neurodivergent employees can be accomplished through job accommodation.

Here is a specific scenario to illustrate accommodation options with neurodivergent employees:

Scenario: A receptionist with a learning disability is having difficulty with filing.

Assign filing to another employee—The receptionist could then be responsible for another duty such as answering all incoming phone calls rather than sharing this duty

Modify the way filing is done in the office—Color coding file folders and cabinets could assist the receptionist in completing this task.

Arrange the office—Reduce visual distractions to aid the employee in staying focused on the job.

Hours of Work

On top of the mandated Labor Code of the Philippines, neurodivergent employees have the right not to work overtime and on their day-off and holidays. In the case of night shifts, it is the right of the neurodivergent employee to first undergo a health assessment to determine if they are fit for such.

Wages and Compensation

As mentioned in Article 80 of the Labor Code of the Philippines, the rate to be paid shall not be less than 75% of the applicable legal minimum wage. Companies who cannot pay within this amount may apply for an exemption to the Regional Wage Board for approval and a proposal must be mutually agreed upon with the parent/guardian or partner school or organization.

If hired as regular employees, comply with the provisions on the payment and formula for compensation of regular workers.